What About the Recruiter Experience?

In recruitment, much is said about the candidate experience, and rightly so. It’s widely accepted that offering candidates the best possible experience, regardless of the outcome, is key to securing the best talent. But what about the recruiter experience? A successful recruitment process, from sourcing to hiring, may be as much dependent on a positive experience for recruiters as it is for candidates. Among other challenges for recruiters, balancing the need to improve the candidate experience and meeting hiring targets is a common complaint. Here we’ll cover why the recruiter experience is important, as well as two key factors that affect this experience.

Why is a good recruiter experience important?

In a nutshell, a good recruiter experience is one where the process of finding the best talent is as efficient and pain-free as possible. Optimizing the working processes and experience of a recruiter leads to a more efficient and successful hiring process for two reasons: First, recruiters can focus on the more important aspects of their job – sourcing and building relationships with top candidates. Second, this focus can positively impact the candidate experience, resulting in an improved brand image and reputation from an applicant perspective. Naturally, some of these aspects come down to the cooperation of the candidates themselves, however, there are elements of the process that can be optimized to improve the recruiter experience at its core. In order to achieve this for yourself or your team, there are two key areas to focus on:

Time management
One of the most significant factors of the recruiter experience is time management. Simultaneously searching for top candidates, sifting through large quantities of applications, and liaising with both candidates and hiring managers is extremely time consuming. As a result, the more efficient workflows can be, the better. One way to achieve this is by using collaborative talent pool software (like Hello Talent 😉 ) which allows you to aggregate all candidate data in one tool and share it within your team. Doing so streamlines candidate sourcing and screening tasks significantly. Furthermore, working processes themselves can be optimized by using task specialization within a team, prioritizing tasks based on metrics, and assigning dedicated time blocks for sourcing and pipelining. This combination of specialist tools and process optimization will free up valuable time and enhance the recruiter experience.

Communication challenges
The timeliness and quality of communication from candidates significantly impacts the recruiter experience – every recruiter knows how frustrating non-communicative candidates can be. However, there are ways for recruiters to encourage better communication from candidates. For instance, rather than rely too heavily on email try calling, texting, and/or using social media where appropriate. Using the right communication channel improves responsiveness and can strengthen the relationship with the candidate.

One other thing that can be quite helpful is to ensure you give adequate feedback to unsuccessful candidates and keep them in your talent pool. It’s a good opportunity to reduce future workloads since many candidates will be a better fit for a different position down the road. Maintaining an open line of communication with all candidates also benefits the recruiter experience in the long term because it is conducive to enhancing the professional reputation of a company or recruitment firm.

The bottom line

While few can deny that the candidate experience is crucial from a business perspective, the recruiter experience should not be neglected. The more steps you take to improve the experience of recruiters, the better the experience will be for candidates. Optimizing both time and communication processes is challenging but rewarding, providing recruiters with more time to build relationships and identify the brightest talent. Ultimately this benefits everyone: recruiters have more time to dedicate to the very top talent, candidates have a positive experience even if they don’t get the job, and businesses receive top quality hires much faster.

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