With unemployment rising and job vacancies at historically low levels, it is a challenging time to be a jobseeker. However, things are being made worse for those seeking work by the poor experience they are receiving when applying for roles.

Many don’t even get an acknowledgement that their application has been received. Others complain of poor communication during the recruitment process, and rejections afterwards with no explanation or feedback.

Providing a high-quality candidate experience should be a priority for all employers, and the current situation makes that more critical than ever. Poor experiences damage an employer’s brand and reputation, which makes it more difficult for them to attract the skills they need to drive their businesses forward during these difficult times.

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Steep growth in the number of job seekers and fewer available roles means an increase in applicant numbers. There is a perception that the quality of candidate experience employers offer is inevitably bound to suffer as they struggle with a mountain of CVs. While many employers are finding themselves in this position, this doesn’t have to be the case, and there are several steps companies can take to improve the situation.

Perhaps more than anything else, employers need to be realistic, accurate and informative on job adverts. Many of the job postings that get published are poorly written and don’t give job seekers the information they need to make an informed decision about whether to apply.

It is also crucial that employers look carefully at their recruitment process. Are the steps they are asking the candidate to take relevant and reasonable, are applications assessed efficiently and fairly, and is candidate communication as transparent as it could be? Many employers create problems for themselves by having too many steps in their process or not pre-screening early enough.

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Recruitment technology should be used to drive efficiencies that allow employers to manage workloads and improve the candidate experience. If they are used well, chatbots, video interviewing platforms and assessment technology can be a win-win for applicants and employers alike.

Feedback to unsuccessful candidates is always a very contentious issue. It is unrealistic for employers to give detailed feedback to everyone, but the level of feedback should be in proportion to the efforts made. An emailed boilerplate rejection is unacceptable if you have made a candidate fill in a ten-page application form or had them attend numerous video interviews.

Above all, as an employer you need to be empathetic and put yourself in the candidate’s shoes. The reputation of your business depends on it.

Matt Alder is the producer and host of The Recruiting Future Podcast.