Are You Ready to Take Your Candidate Experience to the Next Level?

June 4, 2017 Deanna Hartley

The vast majority of candidates (78 percent) say the overall candidate experience they receive is an indicator of how a company values its people. That’s right — you’re not the only ones doing the evaluating. Candidates are judging you based on how you approach the hiring process. Both job seekers and employers are recognizing the critical importance of an end-to-end candidate experience. So, where do you start?

Pay attention to these three must-haves of a great candidate experience:

Process. Any business process is only as strong as the weakest link — and candidate experience is no different. So it’s somewhat surprising that only 1 in 3 employers have applied to one of their companies’ jobs to see what the process is like. Of those, nearly half (46 percent) said the process was “very good.”

Compare that to the mere 32 percent of candidates who rated their most recent experience as “very good.”

Understanding which stages of the job search/hiring process are the most frustrating for candidates can help you address these weak links in your candidate experience going forward.

People/communication. A whopping 83 percent of candidates say it would greatly improve the overall experience if employers could set expectations by providing a clear timeline of the hiring process.

You can alleviate the No. 1 frustration candidates face — lack of response from employers, cited by 52 percent of job seekers — by communicating status updates to them.

While 53 percent of candidates say they’d like to see communication expectations outlined in the job description itself, 33 percent said they expect to see it outlined it in an automated email after they’ve submitted their applications.

Technology. It’s important to partner with technology vendors who are experts in end-to-end human capital management so you can better manage and understand how to improve your candidate experience as well as employee experience.

How You Can Improve Your HR Technology

Technology can help to make or break your candidate experience. Here are four areas to focus on within the HR technology space to improve the interactions your company has with candidates.

  1. Make sure your career site conveys the right messaging to candidates. Nearly half of candidates (45 percent) agree, with 11 percent agreeing strongly, that they can typically tell what it would be like to work for a company based on their career site.
  2. Consider how an ATS can enhance the hiring process. An applicant tracking system (ATS) plays a key role in candidate experience management and improvement efforts. It is central in the two stages of the hiring process with the most reported frustration and negative experiences among candidates: action and engagement.
  3. Don’t take your employment screening process for granted: It affects the way candidates view your company and could determine whether they decide to move on with a different company. Nearly half of candidates (48 percent) say the employment screening experience has an impact on how favorably they view a potential employer.
  4. Don’t just focus on candidate experience; look further at employee experience as well. Three in 4 candidates (75 percent) say their candidate and onboarding experience with a company is the first part of their broader employee experience with that company. You need to look at technology that supports the end-to-end human capital management spectrum to ensure a seamless candidate experience.

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