Positive candidate experiences made easy, and effective

A strong employer brand starts from the first moment a candidate interacts with the organisation - as the startup team behind mathilda® explains.
By: | August 24, 2019

In this era of pervasive social media, having a great employer branding is the most powerful advantage a company can have.

Yet, we still hear from the ground that unless you are the candidate being offered the job, chances are you won’t hear from the hiring company after your last interview. In this day and age, candidate experience is not something that remains a “nice to have” anymore.

As more jobs are made redundant forever, and new jobs get created requiring skill sets that have yet to be learned, the world will face a shortage of people who can learn and work as they go. Everyone will be competing for these talents. There will come a point where if you can’t be the best pay master, then what gives?

The answer is culture and growth – your company’s DNA and direction. In short, your brand and how you communicate it.

Not all companies have deep pockets to do branding exercises. But most companies have a department poised to touch every potential candidate and/or customer. Everyone on your hiring team – not just your HR folks, but every staff member conducting interviews and your agency partners who reign in these hard-to-woo candidates, are your brand ambassadors.

The bad news is if they drop the ball, your reputation suffers.

Studies have shown that bad candidate experiences cost you money. From the famous Don’t-Hear-Backs, never-ending rounds, unprofessional interviewer behaviour, scheduling taking too long, poor rejection reasons or the lack of them – candidates end up not reapplying for any job with you. They tell others not to apply at your company; they do not buy your products, and they tell others not to. The hiring experience can work against you… Or you can choose to make it work for you.

In bringing mathilda®, an Interview Experience platform, to the market, we have considered major factors like:

  • Making hiring efficient;
  • Making interview objectives clear for every interviewer with nifty tools to shorten time spent without sacrificing quality
  • Candidate experience at every touchpoint, where their happiness pulse is tracked, from start to close; and
  • Other stakeholder experiences, where various perspectives are considered for agencies and HR teams, where they can easily track jobs, and gaps or red flags can be actioned immediately.

Often after implementing mathilda®, candidates gave feedback on being pleasantly surprised and impressed by the company’s effort to hear their experience, a far cry from a never-hearing-from-you-again scene. Features like Last Mile are a powerful tool, where mathilda® increases the chances of candidates accepting your offers because they feel they will be heard, considered and valued after they have joined, just as it was during the selection process.

Knowing the current state of hiring used to be a difficult task, but not with mathilda®.

With a strong brand, you are less pressured to bend over backwards to attract A-level candidates, while leaving your competition paling in comparison to you.

Transforming the way you hire and building an unbeatable employer brand can be something within reach for both large and small companies . We believe it is high time everyone deserves a good experience.

 

mathilda® was the runner-up start-up company in HR Festival Asia’s inaugural PitchFest in 2019.

Contact the team to see how mathilda® can help you fight the war for good talent.

Visit them at https://astarel.io/ to learn more about them, and get in touch directly at [email protected] for a free one-month license!