Published on 06-09-2017
In just a short period of time we have moved on from trying to understand the concept of the candidate experience to the stage in which companies are fully aware of its importance and consequently began to streamline and improve this vital element in the recruitment process. Below we have outlined the top 10 shortcomings in the candidate experience that were identified by participants. This top 10 is based on a CareerBuilder study, for which 5.016 candidates as well as 1.500 hiring managers from the United States and Canada were surveyed.
- Application process
Not having a quick application process in place for every device is a frustrating aspect for candidates – 28 percent of candidates state “applications take too long”, 34 percent are annoyed by “having to “customise documents for every job” and 29 percent complain about the fact that they need to “upload a CV into a system but still having to manually fill out fields”
- Preparation of hiring managers
Failing to prepare is preparing to fail. Unprepared hiring managers are insufficiently informed and as result often mismanage the candidate experience – on average, only 2 out of 5 hiring managers are prepared by recruiters. Among those recruiters, only 2 out of 5 provide hiring managers with information on the candidate experience.
- Inaccurate information on career site
Not having an accurate career site in terms of content display leads to a negative candidate experience as 89 percent of job seekers say that the career site is important for obtaining key information. 24 percent of companies admit that their career site does not accurately portray what it’s like to work for their organisation.
- Communication methods
Not tailoring communication methods to specific audiences can have a negative impact on the interaction with candidates. Depending on age, different communication channels are preferred – 57 percent of surveyed millennials prefer email communications over phone calls (31 percent), 58 percent of boomers prefer phone calls over emails (37 percent). Gen Xers have equal preferences towards email and phone calls.
- Start of employee experience
Failing to recognise when the employee experience actually starts as the lines between the candidate and employee experience are fading and one is crossing over into the other. 3 out of 4 candidates say their candidate and onboarding experiences with the company are the first part of their broader employee experience with that company.
- Relationships with future candidates
Not engaging and building relationships with candidates for future opportunities can significantly impact a company’s chances to staff vacancies in a timely manner. More than a third (35 percent) do not communicate frequently with candidates from their talent pool.
- Background check process
Not having efficient background check processes in place leads to candidates continuing to communicate with other companies about opportunities whilst waiting for their screening results. Sixty percent of candidates are speaking to other companies and are going to job interviews during this period.
Not having the right ATS in place or no ATS at all might shift the focus away from the candidate, employee and hiring manager’s experiences. Companies who do use an applicant tracking system are 25 percent more likely to have a standardised process to help deliver a consistent experience.
- Keeping candidates informed
Lack of information can negatively impact the company’s image as it unsettles candidates. 81 percent agree that the overall candidate experience would be greatly improved if companies would continuously communicate status updates about where the candidate is in the process.
Not staying in touch with candidates once they have accepted a position increases the likelihood of new hires quitting before their first day. 2 in 5 candidates have experienced a lack of communication in the period between acceptance of and starting the new job.
“A positive candidate experience is a competitive advantage in a job market where candidates have flexibility in their job selection. To remain competitive and create an experience that attracts, secures and retains today’s top talent, you need to determine how your current hiring methods measure up to what candidates are looking for.”
Rosemary Haefner, Chief Human Resource Officer at Career Builder
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