The application process can be an anxious time for job searchers - a time of rejections and setbacks. And in today’s job market (often described as the “Great Resignation”), incredibly high numbers of talented candidates are looking for greener pastures. This only makes the competition far higher, adding further stress to the candidate's experience.
Simultaneously, health and wellbeing have become vital in the workplace, from the candidate experience to the onboarding phase and beyond. Both job searches and existing employees are looking to.
Fortunately, employers have seen the value of investing in employee health and wellbeing.
So what changed? In large part, it was a shift in mindset. Businesses saw employee wellness not as a compliance cost but as an investment in their people's most important asset. And as more and more companies offer wellness programs, the competition for top talent also increased. Today, a robust wellness program is seen as a critical differentiator in attracting and retaining the best employees.
By focusing on the health and wellbeing of their candidates, employers can set themselves apart from the competition and improve their employer brand and talent acquisition efforts, offering insight into how they value their people.
Here are five tips on how you can improve candidate experience with health and wellbeing:
Update candidates with progress and outcomes
Confusion and misunderstanding can quickly lead to anxiety and frustration, especially regarding something as important as a job. Keeping candidates updated on any progress or outcomes related to their application is essential. By doing so, you not only show that you take their interests seriously, but you also help to build trust and confidence. Ultimately, this will make for a much smoother and more successful recruitment process. Ensure you take health and wellbeing seriously in this initial recruitment phase.
Sometimes the small details get ignored; other times, candidates are left questioning whether they’ll ever hear back from a recruiter. And, of course, keep things human. A little empathy goes a long way, particularly in today's climate. We're all struggling with Zoom fatigue and the general sense of disconnection that comes from working remotely. A small act of kindness can go a long way to making someone feel valued and appreciated - and that's something we can all benefit from.
Build communication between the application and onboarding phase
Although it might not be the case now, sooner or later, one of your candidates will tick every box. That’s why you must build communication with each applicant. This is important in the stage between an initial offer or onboarding.
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Show your candidates that you value their thoughts and feelings and that your is honest and transparent - because building rapport and communication can strengthen all of these qualities.
Whether it’s checking in to make sure they aren’t confused about the next steps or inviting them to give feedback on the process so far, always maintain clear communication in the candidate experience.
This helps minimise the anxiety and stress of your candidates and keeps them confident and willing to join your company. The longer applicants are left in the dark with unanswered questions, the more time they will consider looking for other job opportunities.
Streamline candidate experience for less stress and anxiety
Each business has its idea of an ideal candidate experience, but it isn’t always the most efficient system. Whether hiring for a, you must streamline the hiring process.
This lack of efficiency can create stress and anxiety in your candidates and your HR and recruitment teams. In the case of a candidate or recruiter, not knowing what should happen next is frustrating. For an HR professional, this can lead to hiring inefficiencies and a bad reputation for your company. There are many ways to streamline the candidate experience, but here are three of the most important.
1. Define the steps of the process upfront
The first step to streamlining the candidate experience is defining the steps of the process upfront. By doing this, you can avoid confusion and frustration later on.
2. Set clear expectations
The second step is setting clear expectations with candidates. If you want them to complete a task, tell them upfront. If you need specific information from them, make that clear. Doing this will save time and energy.
3. Use technology to your advantage
Many recruitment software solutions can help you streamline the candidate experience during the recruitment process. One of the best ways to simplify the candidate experience is by automating where possible. This can be done with online applications, automatic scheduling, and
Your streamlining efforts should start with introducing the different stages in your job advertisements. Not only will candidates have a better idea of what to expect, but it will also ease any fears and help your HR team to plan more effectively.
Your recruitment team can also use communication to focus on getting to know candidates and building rapport rather than finding out the next steps in the hiring phase. Be honest about employee benefits and incentives. Employer benefits and incentives quickly become The modern employee recognises just how crucial they are to improving health and wellbeing in the workplace.
And while this doesn’t technically improve your candidates' immediate health and wellbeing, honesty and transparency around your benefits package may do so.
Some companies offer an array of great incentives, but others do not. Candidates look deeper into this list for remote and hybrid working, reimbursed commuting costs, and more. Your HR/recruitment team should ensure that your job descriptions include employee benefits.
Not only will this help candidates evaluate their decision to submit their application, but it also shows transparency and a commitment and care for employees' lives.
In the current economic climate, employee benefits can support employees with things like regular bills, learning and development costs and other ways to help employees maintain their lifestyle without financial strain.
For this reason, they are essential to the hiring phase - showcase your employee benefits in all their glory.
On that note
Like any process in your company, considering how the candidate's experience affects employee health and wellbeing is essential. These points demonstrate that a focus on health and wellbeing can strengthen recruitment, brand reputation and the candidate experience.
A company’s culture and values are expressed in countless ways, from how it’s organised to how it celebrates successes. But one of the most critical signals a company sends to its employees is how it prioritises their health and wellbeing.
Sadly, too many organisations still treat health and wellbeing as an afterthought, something to be addressed only after an employee has joined the company. This is a mistake.
Only when companies make this commitment can they hope to create a culture of health and wellbeing that benefits everyone.
About: Alex Hind is the CEO & Co-founder of an employee wellbeing platform, - offering thousands of well-being benefits for employees across the UK.
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