Most tech companies don&rsquo;t have a history of prioritizing diversity, equity, and inclusion (DE&amp;I) in their hiring and workforce development strategies. In fact, <a href="https://www.wiley.com/edge/site/assets/files/2689/diversity_in_tech_2021_us_report_by_mthree.pdf">a 2021 survey</a> found that 68% of business leaders still saw a lack of diversity in their tech workforce.&nbsp;
Fortunately, DE&amp;I has become a core focus of many <a href="https://www.careercircle.com/blog/post/the-future-of-work-top-trends-contributing-to-diverse-workforce-development-in-tech" target="_blank" rel="noopener">tech companies&rsquo; hiring efforts</a> in recent years.&nbsp;
Rather than simply adding DE&amp;I statements to their culture codes or establishing committees within their existing workforce, these technology organizations want to grow in an equitable, inclusive way.&nbsp;
Today&rsquo;s tech employers are looking for creative ways to source candidates from diverse backgrounds who may not fit the cookie-cutter mold of what tech employees looked like in the past.&nbsp;
So, how can tech companies connect with diverse candidates and integrate DE&amp;I into their hiring efforts?&nbsp;
If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process. This process starts at the top of your talent funnels.&nbsp;
<h2>Diversifying Your Top-of-Funnel Talent Sourcing Efforts&nbsp;</h2>
No matter your size or specific hiring goals, expanding your top-of-funnel targets can help you identify and connect with candidates from non-traditional talent pools.&nbsp;
You may already work with a staffing agency to source candidates with a tech background or relevant work experience. These sources can be valuable, but they typically don&rsquo;t <a href="https://www.careercircle.com/blog-feed#:~:text=Home%3EBlog-,Advocacy%20in%20Action%3A%20What%20is%20the%20Opportunity%20Divide%20in%20the%20Workforce%3F,-02/15/2022" target="_blank" rel="noopener">support underrepresented groups</a>, like veterans, racial or ethnic minorities, and moms returning to the workforce. Instead, employment recruiters&nbsp;rely heavily on resumes and other traditional measures to match them to open roles.&nbsp;
To reach candidates with diverse backgrounds, your organization must connect with resources that work directly with underrepresented communities.&nbsp;
Working through nonprofits or community outreach organizations is one of the best ways to connect with diverse talent groups that aren't in your typical circles. For example, you might seek out a talent sourcing partner that provides career development resources to the BIPOC community or one that helps veterans or parents <a href="https://www.careercircle.com/blog/post/your-return-to-work-three-ways-to-address-a-gap-in-employment" target="_blank" rel="noopener">re-enter the workforce</a> by connecting them with employers.&nbsp;
However, establishing and developing relationships with these external partners can take significant time and effort. And when your hiring team is up against time-sensitive hiring initiatives, they&rsquo;ll likely default back to familiar sourcing strategies rather than reaching out to form new connections.&nbsp;
You can&rsquo;t solely rely on your HR or hiring teams to establish nonprofit partnerships and add diverse candidates to your workforce. Instead, you should <a href="https://www.careercircle.com/blog/post/building-proactive-talent-partnerships-4-reasons-companies-use-staffing-agencies" target="_blank" rel="noopener">take a proactive approach to talent sourcing</a> and provide job seekers with multiple unique opportunities to get their foot in the door at your organization.&nbsp;
<h2>Creative Ways to Source Candidates From Diverse Backgrounds</h2>
<h3>1. Create Returnship or Apprenticeship Programs&nbsp;</h3>
So many job seekers are overlooked by potential employers due to a lack of relevant work experience &mdash; even if they possess the required technical skills or certifications for a role. These individuals are stuck in a frustrating cycle; they can&rsquo;t get a job without experience, but can&rsquo;t gain experience because employers won&rsquo;t hire them.&nbsp;
<a href="https://www.careercircle.com/blog/post/a-new-wave-in-recruiting-how-returnships-help-employers-and-candidates-get-ahead" target="_blank" rel="noopener">Returnship</a> and apprenticeship programs can offer these candidates the unique opportunity to learn and train at your organization, gaining valuable skills and experience while learning the ropes of your internal operations.&nbsp; Returnship programs are great for diverse candidates who have taken some time off from the workforce or those with limited experience in their desired job field.&nbsp;
Consider developing returnship programs for the most in-demand positions in your organization. Use them to help candidates upskill, learn from experienced mentors, and train for the position they want to move into. Your returnships should compensate participants for their time, making them a feasible option for job seekers who don't have the means to work for free at an <a href="https://instituteforpr.org/unpaid-internships-and-inequality-in-public-relations/">unpaid internship or apprenticeship</a>.
Program participants will gain valuable knowledge and real-world experience, and you&rsquo;ll gain new, highly qualified candidates ready to move into a full-time position as soon as they complete the program.&nbsp;
<h3>2. Enable Remote Work&nbsp;</h3>
Depending on the location of your office or headquarters, you may not have access to diverse talent resources in your local community. What&rsquo;s more, requiring applicants to live in a specific geographic region and commute to an office daily can prevent many eager, well-qualified candidates from applying to your open role.&nbsp;
Sometimes, diversifying your sourcing strategies means more than working with a new set of recruiting partners in your area. Opening your organization up to remote work will allow you to access a much larger pool of candidates from all backgrounds and walks of life without the limitations of physical location.&nbsp;
Enabling remote work gives you access to a lot of talent you wouldn&rsquo;t have if you stayed local. It also equips you to <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience" target="_blank" rel="noopener">better support working parents and other employees</a> who need a bit of extra flexibility in their workdays compared to what they would find at a traditional office job.&nbsp;
<h3>3. Prioritize Internal DE&amp;I Education</h3>
The true impact of your DE&amp;I efforts goes far beyond who and how you hire new employees. To retain diverse hires and initiate positive change across your organization, you need to foster a welcoming, inclusive atmosphere and ensure every employee feels safe and comfortable.&nbsp;
Beyond refining your hiring practices and updating your company culture code, look for opportunities to infuse inclusivity into the many activities that occur at your organization every day. Educate your entire workforce on <a href="https://www.careercircle.com/blog/post/building-the-workforce-of-the-future-the-value-of-equitable-hiring-practices" target="_blank" rel="noopener">the value of DE&amp;I </a>and encourage them to live out your values in their day-to-day interactions with colleagues.&nbsp;
Equip managers and other leaders with the tools and resources they need to openly and respectfully discuss workplace inclusivity with their employees. On the flip side, be sure every employee feels empowered to advocate for themselves and has access to a reliable, trustworthy support system in case they ever encounter discrimination or any other concerns in the workplace.&nbsp;
<h3>4. Find a Trusted Talent Acquisition Partner</h3>
It takes patience, diligence, and a lot of work to enact measurable, lasting change in your workforce development efforts. Maybe your hiring team simply doesn&rsquo;t have the resources to reach out to nonprofit groups, or perhaps they&rsquo;re too overwhelmed with time-sensitive hiring needs to focus on a long-term workforce development strategy.&nbsp;
No matter your goals or challenges, the right talent partner can help you <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting" target="_blank" rel="noopener">turn your DE&amp;I promises into real-life progress</a>. They can connect you with diverse candidates, help you map out short- and long-term hiring goals, design custom returnship programs, and more, all to help your organization develop a more diverse workforce and a more inclusive work environment.&nbsp;
Look for a partner that specializes in working with underrepresented groups, like CareerCircle.&nbsp;
Our unique approach to talent development is rooted in candidate advocacy and workforce equity. We specifically focus on helping BIPOC candidates, veterans, and workforce returners <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce" target="_blank" rel="noopener">upskill</a> to find jobs in tech and related industries.&nbsp;
<h2>Integrate DE&amp;I Into Your Hiring Efforts With CareerCircle&nbsp;</h2>
At CareerCircle, we help employers rethink their approach to hiring and connect them with diverse, recently upskilled candidates through our long-time community partnerships. We help employers grow their workforces and champion DE&amp;I by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Maintaining partnerships with nonprofits and organizations that work closely with underserved communities</li>
<li style="font-weight: 400;" aria-level="1">Partnering with tech brands to upskill job seekers with relevant, in-demand career certifications&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting employers with diverse, recently upskilled candidates on our free online platform</li>
<li style="font-weight: 400;" aria-level="1">Give employers a 360&deg; view of each CareerCircle candidate through detailed profiles, video intros, and more!&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Working closely with employers to develop custom sourcing and workforce development strategies&nbsp;</li>
<li>Helping employers establish custom returnship, apprenticeship, and internship programs</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and help you source diverse, highly qualified candidates?<a href="https://www.careercircle.com/employers/signup"> Create a free account today</a> to get started.

Want to attract and retain diverse, highly qualified talent? Rethink how you source and evaluate candidates across the entire hiring process.

Creative Ways To Source Underrepresented Talent

If your organization wants to attract and retain diverse, highly qualified talent, you must rethink how you source and evaluate candidates across the entire hiring process.

Championing DE&I in Tech: Creative Ways To Source Candidates From Underrepresented Groups

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&amp;I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond. As these organizations made new commitments to DE&amp;I and expanded their social responsibility initiatives, current employees and job seekers alike began to take notice.&nbsp;
Today&rsquo;s candidates want to join diverse, equitable workforces. At the same time, employers want to better support underrepresented communities in fields with significant disparities, including technology, IT, software, and more.
So how are employers turning their DE&amp;I commitments into real-world changes? And how are these changes reshaping the job market?&nbsp;
In this blog, we&rsquo;ll explore how employers that prioritize advocacy, inclusion, and a diverse workforce are improving the tech industry for the better &mdash; and which job seekers are taking notice of recent shifts in representation.&nbsp;
<h2>1. Employers Have Renewed Their Focus on Diversity and Inclusion</h2>
Prior to the coronavirus pandemic, many technology employers left DE&amp;I initiatives on the back burner. They likely had company-wide DE&amp;I commitments or taglines in their mission statements, but their workforce was primarily comprised of white men, and most hiring teams weren&rsquo;t sure how to source a diverse workforce.&nbsp;&nbsp;
Most of these organizations knew they needed to better support underrepresented groups and champion DE&amp;I, but didn&rsquo;t have an actionable plan to initiate change or <a href="https://www.careercircle.com/blog/post/from-promises-to-progress-how-to-promote-equity-in-staffing-and-recruiting">begin reshaping their workforce</a>.&nbsp;
The COVID-19 pandemic and concurrent social justice-related events of 2020 acutely highlighted the racial, gender, and socioeconomic disparities in the U.S. workforce &mdash; and motivated many employers to refocus on DE&amp;I.&nbsp;
Now, employers want to develop diverse workforces that mirror their local communities and their customer bases. They&rsquo;re implementing actionable DE&amp;I strategies to pave the way for underrepresented groups to break into the tech space and ensure those individuals feel welcomed and included once they move into a new role.&nbsp;
Organizations with a diverse workforce are <a href="https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/why-diversity-matters">35% more likely</a> to outperform their respective national industry medians&rsquo; financial returns. By focusing on equity and inclusion, employers can reshape their workforce into one that equally values each member&rsquo;s unique perspective and delivers a higher ROI than their competitors.&nbsp;
<h2>2. Candidates Want to Work for Inclusive Employers</h2>
DE&amp;I doesn&rsquo;t just impact hiring and workforce development for employers; it also <a href="https://www.careercircle.com/blog/post/a-human-approach-to-hiring-how-to-improve-candidate-experience">shapes job seekers&rsquo; impression of potential employers</a> and likelihood to stay in a new role. According to Glassdoor, <a href="https://www.glassdoor.com/blog/glassdoors-diversity-and-inclusion-workplace-survey/">76% of job seekers</a> said a diverse workforce was an important factor for them when evaluating job opportunities and companies.
In the past, DE&amp;I was a somewhat taboo subject for job seekers. They typically wouldn&rsquo;t bring it up themselves during an interview. Instead, they would simply research the company offline or &ldquo;wait and see&rdquo; how inclusive their new workplace would be on day one of their new jobs.&nbsp;
Today, candidates want to evaluate their potential employers ahead of time and use their findings to identify employers whose values align with their own. Gone are the days of one-sided interviews and evaluations. Job seekers now feel empowered to ask how their potential employer puts DE&amp;I commitments into practice, and what they do to support underrepresented groups in tech and other white male-dominated fields.&nbsp;
It&rsquo;s highly acceptable to ask an employer, &ldquo;What&rsquo;s your diversity makeup?&rdquo; Most companies are happy to discuss their DE&amp;I strategies and current diversity statistics. Employers who still steer clear of these conversations will miss out on <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow">bringing top-performing talent into their workforce </a>and will damage their brand reputation over time.&nbsp;
When candidates find a company with a diverse culture, they gain the freedom to be their authentic selves and embrace who they are in an inclusive environment. This feeling of belonging increases morale and retention while also encouraging every employee to share their ideas and perspectives freely.&nbsp;
<h2>3. Employers Are Turning Social Responsibility Commitments Into Impactful Change</h2>
By embracing DE&amp;I, employers can support their employees, job seekers, and the U.S. workforce as a whole. But to effectively increase social responsibility initiatives and create truly inclusive work environments, they must do more than outline and discuss impressive strategies.&nbsp;
Talent platforms like CareerCircle are integral in helping employers connect with nonprofit organizations and institutions across the country. Through these partnerships, employers can diversify their external recruiting efforts and bring organization-wide awareness to DE&amp;I.&nbsp;
The tactical recruiting piece of DE&amp;I is relatively straightforward, but many employers lose momentum when it comes time to re-educate their workforce. To create a diverse workplace, you need team members who understand the inherent value of diversity and their role in fostering a safe, inclusive workplace. On the flip side, an uneducated workforce can hinder how included and supported diverse new hires feel and inevitably push them toward a career change.&nbsp;
As employers <a href="https://www.careercircle.com/blog/post/rethink-qualified-changing-the-way-the-industry-views-employee-talent-development">rethink their talent sourcing strategies</a>, they&rsquo;re also implementing education and training programs to bring everyone in their organization up to speed. These courses focus on helping employees develop awareness, change their mindsets about DE&amp;I, and integrate inclusivity into their day-to-day interactions; not just high-level statements and occasional recognitions.&nbsp;
Employers are also taking strides to provide employees with reliable, trusted resources once they join a workforce. These resources include counseling and mental health access, along with an HR team that values inclusivity and has the tools to appropriately assess and respond to discrimination or other similar concerns.&nbsp;
By creating a workplace culture that mirrors social responsibility statements, employers can better attract, retain, and support new hires from underrepresented groups, further reducing gender and racial disparities in the tech space.&nbsp;
<h2>Champion Diverse Workforce Development With CareerCircle</h2>
At CareerCircle, we&rsquo;re committed to helping employers #rethinkqualified and helping underrepresented candidates reach their full career potential. How do we do it?&nbsp;
We support candidates by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Removing financial barriers to upskilling through scholarships and sponsorships&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Advocating for them and giving them a voice in the talent marketplace&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with employers through our online platform&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Helping them <a href="https://www.careercircle.com/blog/post/building-the-360deg-view-of-you-how-to-develop-a-job-skills-inventory">present the 360&deg; view of themselves</a> to hiring managers</li>
</ul>
We support employers by:&nbsp;
<ul>
<li style="font-weight: 400;" aria-level="1">Help them reach nonprofits and other partners that work with underrepresented groups&nbsp;</li>
<li style="font-weight: 400;" aria-level="1">Creating opportunities for them to sponsor and advocate for candidates looking to upskill</li>
<li style="font-weight: 400;" aria-level="1">Connecting them with <a href="https://www.careercircle.com/blog/post/connecting-candidates-to-careers-how-employee-upskilling-helps-employers-grow-their-workforce">diverse, upskilled tech candidates</a> through our online platform</li>
<li style="font-weight: 400;" aria-level="1">Guiding them through new DE&amp;I initiatives and associated change management tasks&nbsp;</li>
</ul>
Ready to see how CareerCircle can support your organization&rsquo;s DE&amp;I initiatives and start developing the workforce of the future? <a href="https://www.careercircle.com/employers/signup">Create an account for free today</a> to get started.

Advocacy, inclusion, and a diverse workforce are improving the tech industry for the better — and job seekers are taking notice.

Top Trends: Diverse Workforce Development in Tech

Many U.S. employers have transformed their Diversity, Equity, and Inclusion (DE&I) initiatives in recent years, especially as various social justice efforts unfolded in 2020 and beyond.

The Future of Work: Top Trends Contributing to Diverse Workforce Development in Tech

<h2>What is Candidate Experience?</h2>
As the name suggests, candidate experience refers to each job seeker's experience with your brand throughout the application and hiring process. If you asked candidates to rate your company's candidate experience, the results would indicate how they feel about your company based on your hiring processes.
Candidates' feelings heavily influence whether or not they proceed with their application or accept your job offer&mdash;which means your company's candidate experience directly impacts the future of your workforce. A great candidate experience can <a href="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" data-gc-link="http://resources.glassdoor.com/rs/899-LOT-464/images/50hr-recruiting-and-statistics-2017.pdf" target="_blank" rel="noopener noreferrer">improve the quality of your new hires by 70%</a>. A subpar one can leave you with fewer qualified candidates in the pipeline and a negative online reputation.
<a href="https://www.careercircle.com/blog/post/the-future-of-work-how-pandemic-era-staffing-shortages-have-impacted-the-job-market" rel="follow">In today's job market</a>, highly skilled employees are in high demand, and they're often in contact with several potential employers simultaneously. The ones that take weeks to respond or make their candidates jump through hoops won't attract top-quality talent.
<h2>Five Ways to Improve Candidate Experience</h2>
Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.
<h3>1. Write clear, compelling job descriptions.</h3>
A well-written job description is the first step toward hiring the right talent. Your company's job postings should give candidates a good idea of what they can expect from the job itself and your organization.
Remember, the goal of a job description is to <a href="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" data-gc-link="https://www.careercircle.com/blog/post/how-equitable-staffing-recruiting-companies-match-candidates-careers" target="_blank" rel="noopener noreferrer">attract candidates to an open role</a>, not to brag about your organization or show off your creative writing skills. Candidates may read dozens of postings in a single sitting, so clarity and scannability go a long way. Here are a few best practices to keep in mind:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Keep it short and sweet. Lead with the information that job seekers value most&mdash;like compensation, requirements, and benefits&mdash;and sprinkle culture conversations and "about us" content further down the page. Shorter job descriptions (300 words or less) convince candidates to apply 8.4% more often than the average 600-800 word post.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Use clear language. Every industry has unique buzzwords and phrases, but you don't have to work them all into your job descriptions. Avoid clich&eacute;s and overused jargon and make sure qualifications are easy to understand. For example, "writes all email marketing content" is much easier to read than "collaborates with a team of creative geniuses to deliver impactful messages right to our customers' inboxes."</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Separate must-haves and nice-to-haves. A job description with a laundry list of requirements can intimidate candidates and stop them from applying. As you put together each job post, list your non-negotiable requirements and nice-to-haves in separate lists. These designations make it easy for candidates to skim the page and see if they're a good fit while also giving you the option to surface your new hire 'wish lists' early on in the application process.</li>
</ul>
<h3>2. Reduce your time to hire.</h3>
Today's job market is all about efficiency. Gone are the days when applicants faced days or even weeks of radio silence after inquiring about an opportunity. Instead, employers are speeding up the recruitment cycle wherever possible to avoid keeping candidates waiting. The more time you take to get back to a candidate, the more competitive offers they'll see from other employers.
If someone applied to one of your job posts, they likely applied to several other openings around the same time, and they're more likely to accept offers that come through sooner rather than later. What's more, <a href="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" data-gc-link="https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx" target="_blank" rel="noopener noreferrer">60% of candidates have backed out of an application </a>due to the length or complexity of the employer's hiring process.
Set internal guidelines about how and when to follow up with candidates at each step in the hiring process. Even if there are inevitable delays, you can improve candidate experience by reducing your time to hire as much as possible. Candidates want <a href="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" data-gc-link="https://www.careercircle.com/blog/post/getting-ahead-of-the-talent-deficit-5-ways-to-improve-your-staffing-and-recruiting-efforts" target="_blank" rel="noopener noreferrer">an efficient hiring process</a> and a potential employer that provides timely updates along the way, so be sure you keep in touch and pass along updates as soon as you have them.
<h3>3. Tell candidates what to expect throughout the process.</h3>
<a href="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" data-gc-link="https://resources.careerbuilder.com/careerbuilder/2016-careerbuilder-candidate-behavior-study-hiring-manager-findings-3" target="_blank" rel="noopener noreferrer">Nearly 90% of job seekers</a> say clear expectations from employers would improve candidate experience. Knowing what to expect can ease candidates' anxiety, nervousness, and confusion. It can also help recruiters and job seekers stay on track throughout the hiring process. However, it's critical to look at the value of expectation settings for both parties, not just the people applying to come work for you.
Set expectations with candidates about your company's role in the hiring process by answering questions like:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What are all the steps of the application process? How long will each one take?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">What do they need to include in their application?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">How many rounds of interviews or assessments will they complete?</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">When should they expect to hear back from your team after the final interview?</li>
</ul>
Laying out the details upfront will keep your team and your applicants accountable and bring transparency to a task that can be pretty intimidating. Avoid feeding candidates small details over time or waiting to complete each step in the process before you tell them about the next one.
This approach gives both parties realistic expectations and helps you stick to your target hiring timeline. Plus, it offers candidates the opportunity to ask questions or get clarification on certain parts of the hiring process so they can <a href="https://www.careercircle.com/quizzes/interview-prep" data-gc-link="https://www.careercircle.com/quizzes/interview-prep" target="_blank" rel="noopener noreferrer">put their best foot forward during interviews</a> and other important milestones.
<h2>4. Follow up early and often.</h2>
Timely communication is one of the most critical elements of the hiring process and one of the most challenging things for employers to get right. An influx of applications is a positive sign for your organization but one that can leave you and your recruiting team overwhelmed or behind on essential follow-up tasks.
It's tempting to give yourself an extended buffer between interviews or save all of your unread emails for one day of the week. However, these delayed follow-ups negatively affect candidates and your hiring efforts as a whole. Fifty-two percent of candidates say <a href="https://resources.careerbuilder.com/guides/candidate-experience-guide" data-gc-link="https://resources.careerbuilder.com/guides/candidate-experience-guide" target="_blank" rel="noopener noreferrer">lack of response from employers is their biggest frustration</a> in the hiring process, which means employers with slow response times will miss out on some of their top choice candidates.
Here are several best practices that can help standardize your teams' follow-up efforts:
<ul>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Don't put off your rejection emails. No one likes being the bearer of bad news, but getting back to applicants on time, no matter the news, will show candidates that you value their time. Prompt updates also empower them to make their next career move as soon as possible, whether that means coming in for an interview or moving on to their next opportunity.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Streamline interview scheduling. If your organization follows a multi-phase interview process, schedule as many interviews as possible simultaneously. This strategy will help you keep your hiring time low and provide candidates with helpful details about where and when each meeting will occur.</li>
<li data-gc-list-depth="1" data-gc-list-style="bullet">Respond to candidate thank you notes. During the interview phase, you'll likely receive thank you or follow-up emails from candidates after phone, Zoom, or in-person interviews. Acknowledging and responding to these sentiments makes candidates feel appreciated and demonstrates that your organization is well-organized and genuinely cares about its job applicants.</li>
</ul>
<h2>5. Give and ask for feedback.</h2>
Feedback is an invaluable asset at any stage in someone's career journey, but it's especially beneficial in the hiring process.
Some hiring professionals might be reluctant to reach out after a rocky interview, but <a href="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" data-gc-link="https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf" target="_blank" rel="noopener noreferrer">94% of candidates want to receive interview feedback</a> from potential employers. Each time you provide a candidate with feedback&mdash;whether positive or negative&mdash;you're allowing them to reshape their approach to the job hunt, grow their soft skills, or boost their confidence for future opportunities.
Commit to providing feedback for every candidate, even those you don't hire. A simple email recap can go a long way to boost candidates' morale before the next steps or guide them on where and how to improve their resume, interview skills, or professionalism.
Remember that hiring new talent is a two-way process. As you provide feedback to job seekers, don't forget to ask for some in return! Consider sending interviewees a short feedback survey after their interview concludes or directing them to an online portal where they can review and rate your entire hiring process once they complete it. The insights you uncover will help you improve candidate experience and increase the effectiveness of your current hiring tactics.
<h2>Improve Your Organization's Candidate Experience with CareerCircle</h2>
From developing your talent pipeline to revamping your application process, hiring new employees requires a lot from your team. The right staffing partner can help you balance time-sensitive hiring needs with your <a href="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" data-gc-link="https://www.careercircle.com/blog/post/hiring-vs-workforce-development-stop-patching-holes-start-preparing-for-tomorrow" target="_blank" rel="noopener noreferrer">long-term talent development efforts,</a> including experience improvements, proactive recruiting, and more.
At CareerCircle, we help employers develop end-to-end talent ecosystems and access new pipelines to overcome the traditional barriers their internal staffing teams often face. Our digital platform connects candidates to relevant career opportunities while expanding employers' talent pools and giving them more control over who and how they hire.
Ready to see how CareerCircle can help you transform your hiring process?
<a href="https://www.careercircle.com/employers/signup" data-gc-link="https://www.careercircle.com/employers/signup" target="_blank" rel="noopener noreferrer">Join the CareerCircle platform</a> for free to connect with recently upskilled candidates in your field.

Here are several ways your team can improve candidate experience and make the application process efficient and effective.

How to Improve Candidate Experience

Your company's candidate experience directly impacts the future of your workforce. Here are several ways your team can improve candidate experience and make the application process frictionless from the first touch to the final job offer.

A Human Approach to Hiring: How to Improve Candidate Experience

*UPGRADE IN PROGRESS* -- CareerCircle platform upgrades will occur between Monday June 27th 10PM Eastern Time through Tuesday June 28th 4AM Eastern Time.&nbsp; The system may be intermittently unavailable during this timeframe.&nbsp;&nbsp;

*UPGRADE IN PROGRESS* -- CareerCircle is upgrading its capabilities and as a result the system may be temporarily unavailable as we bring new capabilities and infrastructure online to better serve our members.&nbsp; If you receive an error during this timeframe please bear with us as we're working to improve our system and you may need to retry that operation at a later time.&nbsp; &nbsp;

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A Human Approach to Hiring: How to Improve Candidate Experience

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