In the competitive realm of international development, where development agencies, consulting firms, and non-profit organizations vie for top talent employment and retention, candidate experience often plays a pivotal role in the success of your organization. As recruitment is a two-way street, providing and receiving feedback are powerful yet often underutilized instruments that can significantly enhance candidate experience and bolster your organization’s employer branding strategy.
The importance of an employer branding strategy
An employer branding strategy is a company’s plan for influencing how both employees and the market at large perceive its brand. This strategy is critical as it impacts every facet of a business, from recruiting and retention to performance and profitability. Did you know that 75% of job seekers consider an employer’s brand before even applying for a job, and a strong employer brand can reduce cost-per-hire by 50% and increase the number of qualified applicants by another 50%. Conversely, companies with a poor employer brand may need to offer a 60% pay increase to attract top job seekers.
Key elements of a great candidate experience influencing employer branding
1️⃣ First step. Application process: First impressions matter
The application process is the first touchpoint between a candidate and your organization. It sets the tone for the entire recruitment experience. A streamlined, user-friendly application process shows that you value the candidate’s time and effort.
2️⃣ Second step. Communication and engagement: Keeping candidates in the loop
Effective communication is crucial in maintaining candidate engagement throughout the recruitment process. Regular updates and prompt responses make candidates feel valued and respected, which is essential to building a positive employer brand.
When is the right time to communicate during the hiring process? There isn’t a specific frequency to adhere to, but it’s essential that candidates are continually updated on their progress and the forthcoming steps. Typically, a good recruiter will communicate with every candidate during the post-application, pre-interview, and post-interview hiring stages.
Here’s an illustration of a well-rounded communication plan, designed by the author of this article.
3️⃣ Third step. Interview experience: Showcasing your organizational culture
The interview is not just an assessment tool; it’s an opportunity to showcase your organizational culture and values. Creating a respectful and engaging interview experience will leave a lasting impression on candidates, even if they don’t get the job.
4️⃣ Fourth step. Feedback and follow-up: Closing the loop
Providing constructive feedback to candidates, especially those who are not selected, demonstrates respect and fosters a balanced relationship. It shows that your organization is committed to helping professionals to grow, even if they don’t join your team.
Quick and constructive feedback saves time for both the recruiter and the candidate, ensuring a positive experience and maintaining the candidate’s interest in future opportunities with your organization.
To learn more about the transformative techniques for exceptional dialogue with candidates, read the previous DRS article about mastering the art of feedback.
Final word
Candidate experience is not simply a checkbox exercise in the recruitment process; it is the cornerstone of your organization’s employer branding strategy. By prioritizing candidate experience and actively seeking, analyzing, and acting on feedback across the different stages of recruitment, you can create a more engaging and respectful process. This will not only enhance your employer brand but also help you to attract and retain the best talent in the international development market. Embrace the feedback frontier – your future top talent in international development will thank you.
DevelopmentAid Recruitment Solutions provides global talent acquisition support for the international development sector, assisting non-profit organizations, consultancy firms, and donors. Since its inception, DRS has helped its clients to win over 750 assignments and has successfully placed over 1,500 candidates in positions within projects and international development organizations. Stay tuned for the next DRS article by subscribing to our LinkedIn page!
