Candidate process in Talent Acquisition

In today’s changing world, nearly 60% of candidates report having had a less-than-stellar experience during the recruitment process. This startling statistic should have employers on alert: the candidate experience is no longer confined to the hushed whispers of rejected applicants. In fact, a significant 72% of these candidates have vocalized their negative experiences either directly or online, creating potential reputational hazards for companies.

The power of these shared narratives is immense, with 60% of employers admitting to having come across at least one piece of negative feedback about their application process online. As social proof becomes increasingly influential, these reviews could be shaping perceptions of potential candidates more than companies may want to admit.

So, what is behind this narrative of discontent? A closer look at the application process reveals a potential culprit. While candidates are dedicating an average of 3-4 hours to research, prepare and submit a single job application, employers seem to be spending a mere fraction of this time reviewing it – less than 15 minutes, to be precise.

This stark discrepancy raises questions about the perceived value of the candidate’s time and effort. As 70% of employers underestimate the amount of time candidates invest into the application process, it’s not surprising that many candidates may feel overlooked and undervalued.

The notification process – or lack thereof – is another critical touchpoint that warrants attention. A staggering 65% of candidates claim they either never or rarely receive notice of the decision on their application from employers. Of those fortunate enough to receive any notification, over half wait a month or more for a response. The silence leaves 85% of applicants doubting whether their application was even reviewed by a human.

Given these findings, it is no surprise that candidates who are left uninformed about their application status are 3.5 times less likely to reapply to that same company. Their negative experiences echo across online platforms and social sites, where they are shared with professional and personal contacts alike.

These shared experiences can drastically shape the public perception of a company, given that 72% of disappointed candidates have reported their negative encounters online. The stark reality is that 60% of employers have come across negative feedback about their recruitment process online. Yet, despite this, only a quarter of employers regularly request feedback directly from candidates about their experience.

The solution? Timely communication is key, with 60% of candidates rating “Timely Follow Up on Application Status” as more important than features like a “Well-Designed Career Site” or a “Mobile-Supported Online Experience”. In fact, improved communication throughout and after the application process would make the most positive impact, according to the same 60% of candidates.

While 99% of employers believe enhancing the candidate experience could significantly bolster their employer brand, only 46% have reported making regular improvements to their recruitment processes. It’s a paradox that calls for a closer look.

Transforming the candidate experience isn’t just about technology and processes. It’s about understanding and valuing the candidate’s journey, appreciating their time, and communicating effectively. As companies navigate the talent landscape in the digital age, the mantra should be clear – it’s time to put the candidate back at the heart of the recruitment process.

Dennis Ivanov

A Talent Acquisition Architect and an advisor to Executive Leadership on Talent Acquisition strategies. From start-ups to global organizations, Dennis excels in designing impactful solutions that optimize talent acquisition and HR processes. With a competitive spirit and strong communication skills, he fosters continuous improvement and champions diversity and inclusion.

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