6 Reasons Your Recruitment Experience Might Be Lousy, And How to Fix It

Vinita Venkatesh
| Vinita Venkatesh
Candidate Experience | 4 min read
6 Reasons Your Candidate Experience is Lousy

You know your recruitment experience leaves a little something to be desired. In fact, 55% of employers think candidates want an improved online application or interview process. The bad news is your applicants know it too. Almost 60% of job seekers report having a poor candidate experience — many of which have dealt with recruiter ghosting.

With a few key changes, you can optimize your company’s hiring process and increase your chances of hiring the best talent in today’s talent shortage. Here are the six reasons you’re missing out on qualified candidates.

You simply don’t care.

Well, it doesn’t look like it. If there is no existing measure of your candidate experience, how can you improve upon it? Consider this step one.

Using quantitative and qualitative approaches can hold your team, and your HR tech providers, accountable as well as track key indicators over time. Measuring KPIs like application abandonment rate and time to hire are crucial. To get a more comprehensive view, consider including a candidate feedback survey to understand the specific hiring barriers for your organization and how to better attract talent. Today, only one out of four employers regularly request candidate feedback. Take this to the next level by incorporating candidate experience metrics into your recruiting team’s dashboards.

Your outreach is irrelevant.

52% of employers say they wait for candidates to apply. Being proactive could be your leg up on the competition. But the quickest way to lose the attention of your talent network or database is by providing irrelevant information. Where’s the value if they can’t get real-time updates about the latest job openings applicable to them? A long-time truck driver doesn’t need an email alert about your next campus job fair.

Data has proven that personalization works – just see how many emails include your first name in the hopes of you converting. The key is leveraging deeper insights to provide an authentic, personalized candidate experience. AI-powered recruiting solutions like Mya allow that to be scalable by taking full advantage of your candidate profiles. Messaging comprised of more detailed context, like previous experience with a company, will improve response rates, get candidates quickly through the recruitment funnel and lead to fresh candidate records in your database.

Your application process is poor.

Put yourself in the candidate’s shoes and talk a walk through your application process. Time the process. Did you get frustrated along the way? Where? Remember this impacts a candidate’s willingness and enthusiasm to work for your company.

Although the majority of job searches originate on mobile devices, many employers still have yet to upgrade their application process. We’re past mobile-first. Your company should be considering applicants progressing down the recruitment funnel via a full end-to-end mobile experience. Also, there seems to be a trend of asking a lot of questions to verify whether or not a candidate is a good fit during the application stage. Keep in mind 60% of job-seekers stopped filling out a job application because the process was too long. Our internal data suggests that asking more than 10 questions correlates to a decline in applicant engagement. Prioritize asking the right questions, not necessarily the most.

You’re guilty of the #1 job seeker pain point.

The infamous “black hole syndrome”. With 85% of applicants not hearing back, it’s no wonder this is a constant topic of conversation and the focal point of the broken hiring process that exists today.

Offering transparency and open communication to candidates is a simple adjustment that can have a significant impact. 60% of job seekers say better communication throughout and after the application process would make the most positive impact, according to a study by FutureWorkplace & CareerArc. It’s an easy way to differentiate yourself from the competition and drastically improve your recruitment experience.

“Year after year, Talent Board CandE research shows that communication and feedback loops are ongoing differentiators of a more positive candidate experience.“

-Kevin Grossman, President of Talent Board Candidate Experience Awards

Your resources are lacking.

And we don’t mean the size of your team. We’ve all seen small, but mighty hiring teams that deliver a stellar candidate experience. We’re talking resources to showcase your employer brand: a video that gives an overview of your company culture or details about some of your unique perks.

Job seekers want answers, and 72% of them want to talk to a representative of your company before applying. In today’s job market, candidates are interviewing you too. These resources provide a way to make sure you’re getting the right applicants in the first place. Also, more than half of candidates want to know which skill sets are negotiable and non-negotiable. Proven conversational AI solutions like Mya take into account these nuances – something very few employers or AI recruiting assistants do today. Maybe a candidate doesn’t have the exact skill you’re looking for, but related experience. Instead of a strict yes or no, open-ended conversation flows allows applicants to elaborate and leave the final call up to your hiring team.

Your current employees aren’t happy.

Your employee experience will always impact your candidate experience. If your team is burned out or frustrated, it will show. Implementing process efficiencies for your recruiting team is a win-win. Your team can focus on making hires, your applicants will have a better experience and your employee retention will benefit among existing and new hires. 15% of job seekers with a positive hiring experience put more effort into the position.

Before an employee comes to work for you, your process needs to work for them. Your hiring process will let a candidate know how much you value their experience, their time and ultimately them as a person. Remember applicants are people, not resumes.

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