Executive Hiring: The Non-Negotiable Candidate Experience Factors

In today’s competitive job market, providing a positive candidate experience can make all the difference in securing top talent. A negative candidate experience can deter even the most qualified candidates from accepting a job offer. That is why organisations must prioritise their candidate experience.

Providing a positive experience can not only engage more candidates but also enhance the reputation of the company.

Even though candidates do not work with the company, their positive candidate experience may result in them recommending the organisation to their broader network.

Understanding Candidate Experience: The First and Last Impression Matters

Candidate experience is a decisive facet of the hiring process. It incorporates the candidate’s perception of an organisation from the initial encounter with a job description to the ultimate hiring decision. The experience can make or break a candidate’s willingness to join a company.

It includes everything from the application process, interview process, and follow-up communications. It’s imperative to recognise that the candidate’s experience is the first connection with a company, and it has a significant influence on how they perceive the organisation.

In 12 months, most companies have seen a surge in applications, and since then, applicants have experienced a rise in neglecting candidate experience, ultimately risking the company’s reputation. The sad truth is that applicants are often left to wait for reviews with minimal response or feedback, creating an all-around negative experience. As per a recent report from last year, 39% of candidates said they had felt ghosted by companies that had failed to communicate throughout the application process. While these talent teams may undoubtedly be busy juggling multiple roles simultaneously, neglecting candidate experience can amount to severe long-term consequences and talent shortage. As organisations strive to remain on top of their game, they must not forget that the addition of new talents only strengthens their workforce.

As an experienced recruiter in the healthcare and life sciences market, I’ve seen first-hand the challenges that senior leaders face when searching for new opportunities. While there may be numerous job postings available, many potential candidates are experiencing frustration with the lack of timely response from the companies they have applied to. This can cause a significant deteriorating effect on their perception of the companies. So, in this article, I’ll discuss how organisations can enhance candidate experience in executive hiring. Prioritising the candidate experience is a win-win situation for both the business and the candidates, as it can lead to lasting relationships between the two.

Enhancing Candidate Experience in Executive Hiring

1. Accelerate the Process

Executives are often juggling multiple priorities and as a result, they value fast and efficient processes. This is especially true when it comes to recruiting new candidates. Candidates are looking for organisations that value and respect their time. Waiting weeks to hear back on an application can be disappointing and will likely diminish a candidate’s interest.

As someone responsible for recruiting, it’s important to streamline the process and communicate the expected timeline. This ensures candidates feel valued and don’t feel like they’re waiting for no reason. In addition, providing feedback on their suitability for the role they’ve applied for can go a long way in creating a positive experience for the candidate. By taking the time to update candidates on their application status, organisations can create a more positive and engaging experience for potential employees.

2. Transparent Communication is Key

A key component of a successful hiring process is providing consistent and transparent communication with candidates. In today’s job market, candidates have high expectations and appreciate honest feedback. Leaving candidates in the dark about timelines, expectations, and next steps can quickly turn a positive candidate experience into a negative one. Therefore, it is crucial to communicate regularly with candidates to ensure they know where they stand. Even if a decision is taking longer than expected, letting candidates know shows that you respect and value their time. Providing authentic feedback with a respectful tone is obligatory.

When recruiting talented employees, it’s important to have a streamlined and efficient process in place. However, it’s also crucial to remember that there are people on the other end of those applications who deserve a response, even if they’re not selected for the position. Unfortunately, some companies have fallen into the trap of only communicating with successful candidates.

At BTI Australia, we believe in treating all candidates with respect and transparency. Our role as recruiters is not to take over the talent team’s work but to support and act as their extension. By doing so, we can help build a positive brand image for the company and attract the best and brightest candidates.

3. Step into the candidate’s shoes

Put yourself in the candidate’s shoes. What would you want to know? How would you want to be treated? What questions would you have if considering a role at your organisation? Responding openly and honestly to these questions will help you communicate effectively and collaboratively with your candidates. Show them the same level of respect and consideration that you’d want for yourself.

We take candidate experience very seriously. As a recruitment leader, I strive to engage with all candidates, whether they are active or passive job seekers. It’s imperative to understand their motivations and experience, as well as their must-haves for any organisation they’d like to work with. When I receive a LinkedIn message from someone who may not necessarily be fit for the position, I still take the time to connect with them and pass their CV along to the appropriate consultants. I am here to assist candidates in achieving their professional goals, even if that means I can’t personally be the one to do so. Getting to know candidates is a crucial part of the recruiting process. By doing this, I can identify what they’re looking for in an employer and what they can bring to the table.

Additionally, as external recruiters, we tend to have a larger network and a broader perspective, which means we can connect our candidates with more opportunities. It’s not always possible to meet with each candidate in person, but I try my best to have a conversation with them to ensure that their interests, skills, and goals are aligned with the positions and organisations we represent. At the end of the day, the success of our recruitment process relies on our ability to understand and connect with our candidates.

Final thoughts

Recruitment is a quintessential part of any organisation, but it’s not always an easy task. That’s where BTI Executive Search comes in. The value of a recruiter goes beyond filling a position quickly; it’s in their experience, knowledge, and attention to detail. Sourcing, screening, and assessing candidates require a lot of work behind the scenes, and that is where we excel. To put it politely, there is more to recruitment than meets the job description, and we pride ourselves on our ability to provide expertise and additional assistance to help you succeed.

Like gold that has undergone prospecting, mining, extracting, and refining before it’s finally available in the market, we put in the time and effort to ensure we find the right candidate for your organisation. In short, we believe that a constructive candidate experience not only benefits the individual but also reflects well on our clients and enhances our reputation as a trusted and reliable search partner.

By Poorvi Mehta – Associate Director of Healthcare & Life Sciences of BTI Executive Search Australia

Poorvi is an experienced recruitment leader specialising in managing senior-level positions across the Scientific and Life Science industries. Poorvi has worked on many niche and hard-to-fill roles within the scientific landscape. 

She offers a consistent track record of successful placements, including Senior Regulatory Affairs Manager (Pharmaceutical), Clinical Research Director (CROs), and Head of Quality (a biotechnology company). 

Poorvi has been instrumental in managing large scale recruitment projects, headhunting, talent mapping and competency assessments, acting as a true extension of client’s business into the market.

Connect with Poorvi today for more niche industry insights.