The candidate experience is an often overlooked and underappreciated aspect of the hiring process. Many organizations don’t put a lot of time or energy into making sure that candidates have a good experience because either they don’t believe it matters, or it’s too difficult to achieve.
If you fall into this camp, then you might just be surprised how much poor candidate experience can affect your entire business, not just your recruiting.
Candidates Crave Communication
While some aspects of improving the candidate experience revolve around a better application process, more relevant interview questions, or even more descriptive job postings, it turns out that those recruiting elements aren’t actually the most important factors to job seekers.
Candidates want better communication throughout the hiring process:
- Has their resume or application has been received?
- Did a pair of eyes view their application?
- What should the candidate expect next?
- Was the job seeker selected for a phone interview?
- Has the candidate been moved to the next round of the interview process?
- Were better candidates selected over the job seeker?
- Have internal delays slowed the selection process?
- Has the position been filled by a more qualified candidate?
In short, job seekers don’t like to be left hanging or ignored. And really, who could blame them?
We’re all used to instant gratification and immediate feedback, thanks to the internet and social media, so we certainly can’t blame candidates for wanting to be at least kept in the loop. The days of “we’ll call you if we’re interested” are pretty much over now.
How Does This REALLY Affect My Company?
We all know that a customer who’s had a great experience may tell a couple of people about it, but a customer who’s had a bad experience will tell everyone they know, rant about it online, and complain in social media.
Job candidates are no different than customers. In fact, at Accolo we would argue that candidates ARE customers, and they complain loudly and often when they aren’t treated right.
So think about the impact that can have on your company. If 60% of candidates have a poor candidate experience, and of those, 72% rant about it, how do you think that reflects on your company?
Future job seekers are certain to see negative feedback, but customers and potential customers are going to get wind of it too. Being painted as a company that doesn’t care about people hurts your brand, your company, and ultimately your bottom line.
In the long run, it can also hurt your company culture and the caliber of people you’re able to attract. If there are lots of negative comments swirling around your company complaining about how you treat job seekers, you’re going to have a tough time attracting the best and brightest to work for you.
What Can You Do About The Candidate Experience?
Admittedly, trying to keep candidates in the loop can get pretty hairy, especially if you’re sifting through hundreds of resumes, doing phone interviews, and setting up on-site interviews with internal company department heads – All in addition to your other work responsibilities.
It’s a lot to do on your own.
But can you really afford to create a poor candidate experience for those hundreds of job seekers that have applied to your job posts? That’s potentially hundreds, if not thousands, of negative comments about your business out in the world.
Maybe it’s time to get some help? Let’s chat.