How to…turn your candidates into ‘fandidates’Candidate engagement

Date:

March, 2015

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What is a ‘fandidate’?

The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.

A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.

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Ask the things you need to know

There are many assessments available that ask candidates questions with no immediate relevance to the job.

Poor assessments affect candidate morale and can lead to discrimination and legal issues.

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Ask the things you need to know

Many candidates apply for multiple roles simultaneously. They will have good knowledge about the assessments you and your competitors are using.

Use this to your advantage; ensure you use assessments most suited to your job roles with relevant benchmarking on top of good validity and reliability figures.

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Don’t let the cheats prosper

Care must be taken to ensure that the assessments you use have a good level of security.

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Don’t let the cheats prosper

Saville Consulting’s aptitude assessments are built from large item banks which help alleviate this problem. Parallel versions allow supervised assessments for shortlisted candidates.

Our behavioural assessments contain sophisticated distortion mechanisms to ensure accuracy and honesty in candidate responses.

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The positive candidate experience

You can't guarantee every candidate a job but you can ensure that your organisation is represented in a positive way.

Candidates will be more likely to engage with a process that feels as if it’s centred around them.

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How to achieve a positive candidate experience

1. Choose assessments that represent your brand well.

2. Use up-to-date technology that makes it easy for candidates to take the assessments.

3. Make it clear from the outset what your process entails.

4. Take care with online joining instructions; make them clear, concise and free of ambiguity.

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How to achieve a positive candidate experience

5. Give adequate time for assessments to be completed, with scheduled reminders.

6. Always use preparation guides and practice tests.

7. Take account of any disability issues your candidates may have.

8. Make sure that candidates receive a finishing notification.

9. Monitor dropout levels.

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Right for us and right for them

A culture fit report allows recruiters to see which sort of environment will best enhance or inhibit performance.

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Right for us and right for them

Our culture and environment fit report gives candidates the opportunity to make insightful choices into the sort of organisations they should apply to.

See a full sample report

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Make the candidate feel good

Candidates like recruitment processes that focus on the things they can do. A focus on strengths can enhance candidate engagement.

By encouraging positivity, candidates who may eventually be rejected still gain from the process.

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Make the candidate feel good

Our strengths-based assessments focus on positive aspects of candidate performance and are ideal for providing merit lists for volume-based recruitment.

See a full sample report

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So, how well did I do?

Feedback is important for all candidates.

Find out more at:

@savilleconsult