Candidate experience is often discussed in terms of the organisational process. This is important and good. Many HR professionals are faced with the following questions: “What should I pay attention to when I choose my selection tools? What do my candidates expect from today’s tools and what influences their user experience?” These questions we will address today. You can also download our whitepaper “How to Set Up a Powerful Candidate Experience” for useful tips and background information on this important topic. The download is free, of course.
Candidates expect flexibility, fairness and the chance to get involved personally
The candidates of today have demands from modern selection tools. In a survey at Connecticum, Europe’s largest candidate trade fair, we asked potential candidates: “What’s important to you in the selection process?”
It found that candidates expect flexibility, fairness and the opportunity to present themselves personally and authentically. 89% of candidates wish “to be able to comment personally” , 91% wanted a more “authentic and individual presentation” and nearly half of the candidates expect the selection process to be “temporally flexible” and “fair”. So your candidates expect the minimum necessary standards. But what is ultimately crucial for an all round good candidate experience?
What’s in it for me? The perceived benefit decides!
A study by the University of Potsdam gives us an inside into from a Technology Acceptance perspective. (What influences my acceptance of new technology? What influences the acceptance by candidates in selection processes?) These questions were combined and studied scientifically.
206 participants underwent an innovative selection method (asychronous video interview). They were then asked to give their opinion on characteristics such as usability of the software or the perceived usefulness of the software.
The result: candidates that recognised the benefits of the tool, were significantly more enthusiastic than candidates who couldn’t immediately see the added value.
That’s actually very understandable, right? So the clear recommendation for companies that use innovative selection tools: clearly communicate the benefits for your candidate!
What do good selection tools for preselection bring?
Taking these insights and combining it with the findings of acceptance and usability research, there are clear demands from modern selection tools:
1. Flexibility: Especially in the preselection, maximum temporal and spatial flexibility should be given to the applicant.
2. Fairness & face validity: Principally in the preselection, candidates should clearly see that they are participating in a fair process in which the decisions are objective and have a clear reference to the requirements of the job.
3. Recognisable benefit for the candidates: It should be made clear in advance to the candidate why the tool is used and how the candidate benefits from it.
4.4. Convincing usability: The operation of online selection tools must be clear, simple and understandable. This includes, for example, the opportunity to become familiar with the software beforehand, in a practice round.
In our white paper “How to Set Up a Powerful Candidate Experience”, you also learn:
- which aspects of the selection process act centrally on your candidate experience
- how you can enhance your candidate experience with the introduction of innovative selection tools
- what options are available to measure your candidate experience and efficiently implement changes in your application processes
The whitepaper can be downloaded here.