Candidate & Employee Experience

Posted by Abby Sandbach on 11/2/18 12:01 PM

In Employee Engagement, candidate experience, recruiting

From the news telling us on a daily basis to us all experiencing it first hand, the labor market is the most competitive it has been in years.  There are more jobs available than there are workers, perhaps no one knows that more than service industry employers.  The talent shortages are crippling many businesses.  Some businesses can’t find enough employees to staff their shifts and to open their doors for business.  With the employees that they do have, they are constantly facing the risk that those employees will find new jobs and no-show for their next shift.

To avoid talent shortages and win the so-called “war for talent”, employers have to make changes to their traditional recruiting and retention strategies. To have a leg up on their competition, businesses need to make candidate and employee experience and engagement their number one priority.

In the service industry, the experience for both the candidate and the employee is critical because those people are often times customers too.  If they have a negative experience, the business runs the risk of not only losing an applicant or employee, but the business could lose a customer and sometimes multiple customers as negative experiences are often shared with friends and family. 

When evaluating the candidate experience, businesses need to think like the candidate.  The first step in the candidate experience is to look at the recruiting and application process.  First off, can the jobs be found?  With today’s economy, jobs need to be where the candidates are.  That means they need to be anywhere and everywhere—job boards, search engines, social media sites, texts, referrals, etc.  Next, once those jobs are found, is the process to apply simple, mobile, and easy to complete?  Lastly, does the experience reflect company culture and brand? It is important that the culture is reflected as it can give businesses the edge in winning over top talent (it can also weed out potential candidates who don’t have the same priorities).

Once candidates have gone through the recruiting process to become employees, it is important to keep engagement and experience in mind.  One of the best ways to engage and improve the employee experience is through communication.  Traditionally in the service industry, employee communication has come in the form of performance reviews and warnings.  Companies that standout with strong employee engagement not only offer reviews and warnings, but they continually communicate with their employees via immediate feedback, rewards, and recognition.  This is often accomplished via mobile technology in the form of dashboards.

From recruiting to retaining the hourly workforce, the experience and engagement the candidates and employees have with the business are the keys to winning the war for talent. When evaluating your company’s candidate and employee experience, ask yourself if you’d rate the candidate experience an A+ if you were applying for a new job or are you satisfied with the feedback and recognition from management?

talentReef’s recruiting and talent management platform helps companies streamline and manage the experience.  Request a demo to learn more.

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