Surveying candidates during the hiring process can make markedÂ improvements to the candidate experience.
By Bruce Baumgarten
The hiring process for both employers and candidates isÂ often nerve-racking. Both parties yearn for that perfectÂ fit to maximize their own growth and success, yet manyÂ still have trouble finding it. With unemployment rates atÂ an all-time low, itâs not just the candidates competing forÂ the same jobsâemployers must compete against otherÂ companies to attract top candidates as well.
Itâs just as important for businesses to make a greatÂ impression on their candidates as the reverse. In fact,Â according to Glassdoor, 40 percent of job seekers sayÂ a main reason they would pull out of a recruitmentÂ process is due to a poor first interaction with a recruiterÂ or hiring manager. For example, candidates can leaveÂ unsatisfied if the job description is not accurate, theÂ recruiter never follows up, the process takes too long,Â or the application is extremely complicated. These typesÂ of poor interactions can have a negative impact andÂ easily turn away top talent, leading to low ratings onÂ career sites and fewer referral opportunities. In addition,Â candidates are potential customers and extensions of theÂ companyâs brand; their experience as a candidate canÂ unintentionally impact the companyâs reputation andÂ affect revenue.
In order to attract more high-quality job seekers, it isÂ essential for businesses to provide a quality candidateÂ experience that improves a potential employeeâsÂ outlook toward the company and its hiring process.Â Regardless of whether the candidate is selected or not,Â their experience can influence how they communicateÂ their interaction with the company to their friends andÂ familyâor even online.
One way that companies can ensure a positive hiringÂ experience is by leveraging the right technology to gainÂ candidate insights. Automatic talent feedback surveyÂ platforms such as Survale allow employers to access realtimeÂ data from candidate surveys. Each survey includesÂ a set of questions specific to interactions the candidateÂ has had with the employer, such as the employerâs careerÂ site, application process, recruiter screening process,Â interview, and post-interview follow-up. The employerÂ is given instant feedback on the performance of eachÂ recruiter, hiring manager, location, and business line.
The feedback provides a wealth of data-basedÂ information and insight that can be collected and vettedÂ for future process enhancements. Direct input from theÂ candidates who flow through the hiring process can offerÂ different perspectives while also allowing organizationsÂ to better understand areas of opportunity. Based onÂ the data, strategies can be implemented to help alignÂ the candidate experience with organizational goals. ForÂ example:
- If a general trend appears at a certain stage, theÂ process can be modified. For example, if candidates donâtÂ feel they were provided with enough information on aÂ topic at the right time, the organization can update theÂ process to keep candidates better informed. FeedbackÂ about candidate communication preferences or careerÂ site capabilities is also helpful in making simple changes.
- If there is consistent constructive feedback on aÂ particular hiring manager or interviewer, organizationsÂ can revisit training programs and support strategies forÂ that individual.
- When candidates provide positive feedback,Â organizations can show the value of their talentÂ acquisition investments to senior leadership.
- As the business identifies specific talent needs, such asÂ a focus on certain IT roles or capabilities, organizationsÂ can evaluate data to better prepare how and where thatÂ talent is sourced, and partner with the business to makeÂ any adjustments to the recruitment process for the targetÂ audience.
Job seekers can help employers become aware of theÂ behaviors that need to change in order to impress otherÂ prospective candidates, whether it is speeding up theÂ recruitment process or using a more conversationalÂ interview style. Even the smallest changes can greatlyÂ improve the quality of applicants and the companyâsÂ reputation as an employer of choice.
Bruce Baumgarten is senior director of talent for CSAA InsuranceÂ Group.