COVID-19 Update: Despite court closures in many areas, Sterling is still able to complete criminal checks with minimal disruption thanks to our proprietary end-to-end automation that allows us to access court information. For additional info on how Sterling is handling the COVID-19 situation, please visit our COVID-19 page.

March 8th, 2017 | Debbie Lamb, Sterling Talent Solutions

Transparency Equals Positive Candidate Experience

Two women bright colors high fiving

Ride-sharing companies have changed the way we get around major cities as well as simplified the transportation user experience. The process to order a car is quick and easy through the ride-sharing application. You find out your driver’s name, what type of car they will be driving and when they will be arriving all in one simple application. People aren’t happy about having to slog through poorly designed websites or apps anymore. Companies like Uber and Lyft are driving demand for white-glove services and full transparency, transforming the age-old experience of hailing a cab into a less anxiety-inducing and more human experience. These expectations have even made their way into the employment process, where the war on talent is won by employers and technology providers working together to deliver an experience that meets the candidate’s expectations.

Your Hiring Process is Like Hailing a Cab

From the candidate’s perspective, the experience of finding and starting a new job is like the old way of hailing a cab: awkwardly standing on a street corner waving one’s hand in the air with no idea if or when a taxi would arrive. A resume is seemingly submitted into a black hole and a similar waiting game begins that continues all the way through the hiring process. If the candidate is one of the lucky ones who receives and accepts a job offer, they don’t often hear anything again until they show up for work on the first day. According to the 2016 Talent Board Candidate Experience Research Study, only 39% of candidates surveyed received a phone call from their new manager before their first day on the job. This waiting game creates anxiety and uncertainty, with candidates worried about the status of everything and wondering what to expect next. Employers can’t afford for the process to be this way anymore. Just as ride-sharing services disrupted transportation, HR technology vendors are now making a better candidate and new-hire experience possible with processes that are rapid, easy and transparent.

Transparency = Star Treatment Experience

Transparency is the key to reducing candidate anxiety and making a great first impression. So what does it mean to build transparency into the hiring process? Let’s look at what it means to be transparent along the four main steps of the hiring process:

Recruiting: Websites like Glassdoor are now making it very easy for candidates to provide feedback about their recruiting and interviewing experience, whether they are hired or not. Feedback is the new currency in our online world and putting your best foot forward in this early stage of the process is more important than ever. Keeping your applicant informed of the status of their application, interviews and background screening process will go a long way toward creating and maintaining your brand’s reputation.

Hiring: Hiring is all about momentum and the stakes are even higher at this stage of the process. If your process takes too long or causes anxiety, you might lose the candidate you’ve now spent so much time and money recruiting. The Talent Wars rage on and you need to keep your candidate feeling good about their decision, so they don’t choose another job. The way to do that is by setting expectations about what will happen during this part of the process. Tell them what you’re going to do, tell them when you’re doing it and tell them when each step is complete.

Screening: There’s no way to get around the fact that criminal background checks and drug screenings are intrusive. The report may contain information bearing on your character, general reputation, personal characteristics, mode of living and/or credit standing. The background screening is one time in the hiring process when a human touch can really make a difference. You owe it your candidate to be transparent through the process, not just because regulations are requiring you to do so, but also because you care about creating a good experience for them. Go over and above what you’re required to do by letting job candidate know exactly what to expect, keeping them informed of the status of their screenings and giving them a person and phone number to call with questions.

Onboarding: Onboarding is the step in the hiring process where a company can impress a new hire. A good onboarding process will make a new employee feel great about their decision to join your organization and help them to feel prepared to start on day one. Let them know exactly what paperwork they will need to complete and give them the opportunity to do so online before they start work on the first day. Before the start date is also a great time for an organization to let the new hire know more about their culture and brand. Share information which helps them in getting to know the company such as corporate videos, the employee handbook, social media links and other training materials.

Transparency gives candidates control of the process, replacing anxiety and uncertainty with trust and confidence. Create a transparent hiring process where everyone wins. Sterling offers comprehensive employment background screening and onboarding solutions that allow companies to hire with confidence. Employees decide within their first year to stay with a company. Therefore it is critical candidates have a positive experience through the many steps of the hiring process. Learn how to transform the final hiring step, onboarding, from a cumbersome process to one that engages talent from the beginning by downloading Your Complete Guide to Onboarding From Decision to Day One.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.