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Candidate Experience Optimization – It Matters (Video)
Haley Marketing · Oct 25, 2022
messages, but if you are a witty, fun staffing firm or executive recruitment firm, then use that brand voice in those replies or messages wherever candidates are in the process.
Matt Lozar:
I think walking through that candidate experience is big, and I’d like to take a step back. It hits me when I’m outside of the work day. If I’m traveling, or locally, what restaurant I want to go to, looking for a hotel, or I’m in a new city and I want to find a restaurant. That’s how you could walk your candidate experience. Take a step back and say, okay, someone’s looking for a manufacturing job in your city. Take a step back and walk through it. Try to be as simple as possible. Pretend you’re someone going through the search. They don’t know anything about your company, the job, anything. Have someone you can trust to walk through that, and don’t tell your team. Have them walk up your candidate experience and really reduce that friction in the application process.
David Searns:
We’ve got a couple questions that have come in. One question is, on the automations, are you having a candidate thank you email with the ability to go to schedule with a Calendly or some other tool like that?
Jeff Staats:
That’s 301. I would definitely do that. So Sense has something called Meetings. I think that is a great part. One of them, especially on the light industrial, you can have knockout questions. Are you 18? Are you authorized? If you pass through, schedule a time with our recruiters right here. That puts the onus on the candidate to do the work, and then you’re talking to the ones who want to be engaged.
David Searns:
All right, next one. Do you have any suggestions for tools to map out the recruiting process in a clear and efficient way?
Jeff Staats:
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Also relevantAsk Haley BlogArticle
Mid-year Assessments
Haley Marketing · Jun 14, 2018
In one of our recent episodes of our Secrets of Staffing Success podcast, Leigh Ann Pagnard talked about the importance of doing mid-year assessments:
“Look at your systems and say what’s easy and what’s hard and what should we do about it while we have the money.”
Hard to believe but the year is half over. Which means it’s the perfect time to look at your organization and see what changes might need to be made. If it sounds like a big undertaking, don’t worry, I’ve included some places to start.
Website
The old cliche is true, your website is your store front. What does it say about your company? Are you a $200 million company but your website makes you look like a $200,000 company? Then it might be time for a refresh. And don’t forget the mobile side. With 52% of all website traffic coming from mobile devices it’s critical that your mobile experience is seamless for visitors.
Email
Speaking of mobile, as of 2017, 55% of all emails were opened on a mobile device. Yet so few companies take this into account when designing their emails. Think about how many times you’ve need to zoom in or try and click a link with the tip of your pinky in a mobile email. It’s a key component of the client/candidate experience. Make your images and links large enough so users don’t have to zoom in. And include large call to action buttons so they can easily click with any finger.
Candidate Experience
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7 Ways Digital Marketing Can Fix Your Broken Candidate Experience
Haley Marketing · Sep 23, 2021
It’s easy to get frustrated when you have plenty of jobs to fill and it seems as if job seekers should be interested, yet day after day, week after week, your job board is gathering dust and cobwebs.
But why?
It could be that your candidate experience is broken. How would you know? Have you ever put yourself in the shoes of an applicant to view the hiring experience through their eyes? Find out for yourself by applying for a job on your own website and answering these questions:
- How long did it take?
- Did you get stuck anywhere?
- Were you required to enter any of the same information twice?
- Can you complete it from your smartphone?
If you’re not reviewing your process and checking your job board stats, you may not know how many people are abandoning your applications and at what point. Learn how current digital marketing best practices can help you develop your company’s reputation, draw in the right candidates, and engage with them in a meaningful way from Haley Marketing’s own Aaron Eastlack!
7 Ways Digital Marketing Can Fix Your Broken Candidate Experience
If you are attending the National Association of Personnel Services (NAPS) Conference in Henderson, Nevada, on September 26th -28th, don’t miss Aaron Eastlack’s presentation :
Date: Tuesday, September 28, 2021.
Time: 8:00am – 9:15am
Location: Ballroom IV
Description:
A candidate’s experience often begins before they ever see a job application, and it continues well after they’ve been placed on assignment. Since much of the candidate journey is online, it’s essential to stay up-to-date on new technologies, continually examine your company’s digital real estate and make sure it’s optimized to pull in the right applications.
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Social Media Can’t Fix Your Broken Candidate Experience
Sep 13, 2019
texting individuals? What is the process like after somebody submits an application and says, “Hey, I want to work for you in this role.”? What is their experience like? Is it positive or negative?
Brad Bialy: Really think through that and, again, be honest with yourself so that you can identify where you can improve, where you can create a better candidate experience so that you can stand out from the noise and you can become the best staffing firm in your local market.
Matt Lozar: And maybe even use a secret shopper technique. It’s easy if you’re an owner of a staffing firm and say, “Hey recruiter, what are you doing today? What’s your process?” Of course, they’re going to give you the answer you want to hear. We’ve been conditioned since we were five-year-old to tell mom and dad what they want to hear. But can it be you? Can it be a friend, can be a family member? Maybe there’s a service out there that actually provides this, but what can you do to secret shop that entire process to get actual interaction and data and candidate experience for someone going through your staffing agency’s candidate experience and candidate application process?
Brad Bialy: Matt, I want to close out this segment just with two takeaways here, because we went at length on the topic of candidate experience.
Brad Bialy: For me, thinking through candidate experience comes through first actually applying to the job on your job board right now, on desktop and mobile. Physically set up a timer and try to apply to one of your jobs and see how long it takes. Do you get frustrated at any part of that process? And if so, what can you do to improve that?
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Team Haley OnboardingArticle
Haley Marketing Group
Jan 28, 2025
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