Managing tech candidate expectations in the recruitment process

Following the Covid-19 outbreak, companies had to change their tech hiring plans and budgets overnight. Many UK businesses had no choice but to close their open positions, leaving candidates in the dark about their applications.   According to a recent CWJobs survey, 27% of tech candidates say they applied for a role but didn’t reach the interview stage as the process was put on hold. Similarly, 24% say they had an interview scheduled that didn’t go ahead because the process was halted.

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Managing candidate expectations in the recruitment process has always been a challenge for recruiters, even before the pandemic. Now, more than ever, recruiters and hiring managers need to be open and transparent with candidates. They need to map out each step of the journey so that candidates are well informed and can trust their prospective employer.

Let’s take a closer look at how companies can manage candidate expectations moving forward:

Job adverts

The first opportunity companies have to manage expectations is in the job advert. Our tech candidate survey, revealed that the most important information candidates want to see in an advert is salary (82%) and location (82%). This is followed by a description of tasks (56%) and required skills (44%). Moreover, 23% of candidates would like to see whether learning and development opportunities are available.

In order to manage expectations from the outset, employers should consider these insights and use them to shape their hiring strategy in the future. Being transparent about salary can gain candidates’ trust and providing information about daily tasks and skills can help candidates decide if the role will be a good fit for them.

A recent World Economic Forum report finds than 54% of all employees will require significant reskilling and upskilling in just three years. By showcasing development opportunities on job adverts, candidates are more likely to envision a long-term career with a company. In turn, this inspires trust and loyalty in the candidate and shows that the company values their expertise.

The application process

When it comes to the application process, providing candidates with a step-by-step map can inspire their confidence in making applications again in the future. Candidates want to know how long the process takes. They want to know when they’ll hear about the outcome of their application and what the next step will be if their application is successful. Mapping out the application process up front, puts a candidate’s mind at ease and lets them know what to expect moving forward.

Our tech candidate survey reveals that when applying for roles on job boards, one of the most common candidate pain points is unnecessary or redundant steps in the application process. Likewise, having to register in the company’s application portal and having no clear contact name in the advert are equally frustrating to candidates.

The more barriers there are to submitting an application, the lower the application rate. Companies should therefore aim to make the process as clear and simple as possible and provide a named contact, should the candidate have any questions or technical issues.

Providing feedback

Our survey reveals that 46% of tech candidates say a lack of feedback is a pain point in their journey. What’s more, 36% say a lack of transparency in the application process is the most frustrating aspect of their job search.

Other pain points that our survey reveals include expired jobs that are still listed, being unable to track an application and generic job descriptions.

Companies should make a point of providing candidates with feedback on the status of their application. Applicant Tracking Systems like CWJobs’ Applicant Manager, enables recruiters to send automated emails to candidates to keep them in the loop with how their application is progressing.

Companies can also schedule interviews and conduct them remotely, using CWJobs’ video interviewing software. Through one single system, recruiters can manage candidate applications effectively, managing their expectations and gaining their trust.