September 4, 2016
More than three of four candidates would be willing to “accept a salary that is 5 percent lower than their expected offer if the employer created a great impression through the hiring process,” according to CareerBuilder’s 2015 Candidate Behavior Study.
Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.
Quality Communication
Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.
So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher.
More evidence that communication from employers is often lacking comes from the CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.
The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?
Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start.
How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracks in your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time.
Effective Management of the Candidate Process
If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them.
In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process.
It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.
How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes.
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