The latest news and advice from our recruitment experts.
The importance of candidate experience has been recognised in recruitment only comparatively recently – and even in that time, its effects have changed markedly.
Certainly, 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’t mean that there’s a standard internet and social media-based cure-all for recruitment’s technological ills.
Candidate experience is no longer a genie kept in the recruitment industry’s 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 – and, even worse, they can see when they don’t.
In a recent New Zealand Herald article, Nicola Pohlen of Pohlen Partners revealed the danger of the awareness of the power of the candidate experience in a “smaller, relationship-driven market” like New Zealand. Her company’s research had shown 55% of survey respondents had a negative experience during the recruitment process – and those respondents were then willing to bite back at the company which had provided the poor experience.
“More than half of respondents said they would not even buy the company's products and services after their experience, and a good number said they'd tell others not to as well,” she told the Herald. “This really is something that any leader in an organisation should be interested in.”
The five main areas that the research pinpointed where companies fell down were in:
This final point shows another area in which the concept of candidate experience has changed – it’s now not enough to provide a seamless experience for those who you want to join your company, but equally important to provide a useful experience for those who you don’t.
Now that businesses are actively investigating the experience they are providing to potential candidates, there has also been a growth in understanding more about what the applicant wants and how they view their experience.
It’s not enough now to simply think that you’ve upped your game and trained hiring managers to treat candidates better – the changing demands of the candidate experience now means businesses can learn far more about their own systems and processes.
For example, in this exhaustive monograph of the candidate experience, the authors showed how collective research since the advent of the term had shown empirical evidence around ideal recruitment systems:
QJumpers General Manager Simon Oldham says New Zealand companies are still learning the practicalities surrounding the pursuit of the ideal candidate experience.
“In the same way that everyone is now talking about mobile technology in relation to recruitment, employers are also speaking about candidate experience,” Simon says. “But then they still want a hugely complicated application process which translates into a negative candidate experience and they end up losing good applicants because of it.
“It’s just that some people are still caught in their old ways of wanting all the information about everyone from the start and that really does turn off candidates these days.”
QJumpers has designed its leading edge recruitment software so businesses can provide a clean and seamless recruitment process that allows for a positive candidate experience. To learn more about how we work and how our software can help your company, contact us on 0800 758673, firstname.lastname@example.org or via our website.
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