{"id":7878,"date":"2019-06-11T03:29:55","date_gmt":"2019-06-11T03:29:55","guid":{"rendered":"https:\/\/qjumpers.isindevelopment.co.nz\/resources\/\/candidate-experience-in-recruitment\/"},"modified":"2021-06-14T04:13:27","modified_gmt":"2021-06-14T04:13:27","slug":"candidate-experience-in-recruitment","status":"publish","type":"post","link":"https:\/\/qjumpers.com\/us\/candidate-experience-in-recruitment\/","title":{"rendered":"Candidate Experience is Driving a Revolution in Recruitment"},"content":{"rendered":"

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The importance of candidate experience has been recognized in recruitment only comparatively recently \u2013 and even in that time, its effects have changed markedly.<\/h3>\n

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\u00a0Certainly, the days in which talent was seen as a commodity and cherry-picked from known education systems or groups of people are long gone. But just because the advent of the internet and social media has brought with it a global talent pool, a shortage of skilled applicants and a fresh generation of demanding workers doesn\u2019t mean that there\u2019s a standard internet and social media-based cure-all for recruitment\u2019s technological ills.<\/p>\n

When QJumpers first moved into the US market our feedback from a\u00a0survey of more than 120 companies\u00a0across a range of industries and sizes was that their existing recruitment software was anything but candidate-friendly.<\/p>\n

The most obvious way in which the term candidate experience has changed in recent years is that it is no longer a genie kept in the recruitment industry\u2019s own private bottle. The modern applicant has always known the power of their own role in the application, interview and on-boarding process, but now they also know that the recruiters and hiring managers know that they know \u2013 and, even worse, they can see when they don\u2019t.<\/p>\n

And statistics from 2017 back up the growing trend of companies missing out on applicants because of the way their recruitment strategy is delivered. For example, a recent CareerBuilder survey revealed more than a third of employers (38%) lost a candidate because of a negative experience with their background check. And those same companies often didn\u2019t even realize why they were losing candidates: less than half of HR managers who conduct background checks (44%) had tested their background check experience themselves. (When employers do test their process, they identify a less than ideal candidate experience, with 14% rating their background check candidate experience as fair or poor.)<\/p>\n

And it isn\u2019t just more complicated procedures such as background checks, even simple communication can fall by the wayside, according to The Talent Board\u2019s president of global programs, Kevin Grossman, who \u2013 ahead of last month\u2019s Recruiting Trends and Talent Tech Conference told\u00a0recruitingtrends.com\u00a0that according to 2017 North American Talent Board Candidate Experience (CandE) data, 52 percent of candidates never hear back from employers from the time they apply up to 2 to 3 or more months later.<\/p>\n

The trouble with candidates who have a negative experience during the recruitment process is that they are often willing to bite back at the company which had provided the poor experience by either boycotting the company’s products and services or even telling others not to as well.<\/p>\n

Or as Kevin put it when describing why some companies outperform others when it comes to candidate experience: \u201cWe’ve found that most companies taking a look at their recruitment processes\u2026 have some level of understanding that there’s a potential greater aggregate impact on their business and their brand via those they reject, even more so than those they hire. By participating in our benchmark research, the data they receive underscores that the experience candidates have will inform the decisions they make going forward – applying again or not, referring others or not, and buying products and services or not if they’re a consumer-based business.\u201d<\/p>\n

The five main areas in which companies often fall down are in:<\/p>\n