Here are some areas you could focus on to create a positive applicant experience.
- Communication
Consistency and timeliness in communications are often cited as the most important factors. Keep applicants informed about their status and next steps. Provide regular updates even if there is no news. If you say you will get back to them in 5 days – do just that even if it is to say that more time is needed to provide the information they expect.
- Job clarity and expectations
Describe the job clearly and in plain language so applicants understand the agency, position and work. Consistently set out the requirements and expectations in the position description, job advert, how to apply guides and other avenues. Make sure the contact for applicants knows the details of the role and reflects the same clarity in tone and interaction.
- Efficient application process
Aim for a streamlined process where applicants can apply easily. Only ask for the information and documents you need to effectively shortlist. If you do not need applicants to do a cover letter or address all the job requirements criteria in their applications (and these are not required), make that clear. Set strict timelines for the whole process so applicants are not waiting months for the next stage or the final decision. In tight labour markets, this is imperative as top talent gets picked up quickly – usually by organisations that recruit very efficiently.
- Structured and respectful assessments
Advise applicants of the selection process including assessments so they can prepare. Conduct assessment activities in a welcoming, inclusive and professional environment. Use assessment processes that enable access for applicants from diverse backgrounds and adjust processes accordingly to support equitable access and participation. Ensure assessors are prepared, arrive on time and understand the assessment process to ensure fairness and minimise bias. Give applicants time to ask their own questions.
- Feedback and closure
Always get back to every applicant to close the recruitment process. Never leave an applicant hanging. Provide constructive feedback promptly, regardless of the outcome, as this leaves a lasting positive impression and protects your employer brand.
Resources
- Factsheet: Adjustments for applicants
- Checklist: Keeping applicants informed during the recruitment process
Links
- Workplace Adjustments for People with Disability (Public Sector Commission)
- Recruiting people with disability: Interview and selection process (Australian Government)
- Interviewing people with disability (Australian Government)
- Alternative ways to assess candidates (Australian Government)
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