For all businesses, big or small, the quest to improve is significant.
How can a company bring about positive change to uplift their culture and working practices? 🤔
If they can do this correctly, it could propel them ahead of their competitors and broaden their potential customer base. 📈
This pursuit of improvement and development also extends to a company's candidate experience.
Candidate experience is how individuals find the hiring process they undertook when applying for a new job. Whether they were successful in getting a new role or, unfortunately, were not.
By utilizing a candidate's feedback, a company can drastically improve its candidate experience. 😺
In this article, we explore how this is a fact. We will discuss:
Information is everything. Especially if you are a business, knowledge helps us see the bigger picture; we can see why certain things work, why certain aspects do not.
What is the reasoning behind why a company sells more of a product in certain regions than others? Or what do candidates think about the recruitment process?
This last one is key.
The candidate's opinion of the hiring process is the most critical voice you can listen to regarding the recruitment process. 🎤
For a company hungry to improve and enhance their candidate's experience, a candidate's natural and unfiltered insight into your recruitment process provides the eyes into how it all works and what is excellent and needs to improve. 👍
Amongst HR staff worldwide, 83% of those asked believe that employee experience is either essential or critical to their organization's success. (Source)
Picture this. 🖼️
You have a process that can, in some cases, take months to complete.
A recent Randstad study surveyed that a successful job hunt can last up to five months. (Source)
The hiring process starts with a post online or an advertisement on a careers page and finishes with a chosen candidate beginning to work at your company. In that time, the recruitment process encompasses an application, preliminary tasks, interviews, and a lot of waiting. ⌛
When you actively seek ways to improve the hiring process, fine-tune, streamline, and make it more personal and human, it makes sense to talk it over with the individuals living through the process.
Candidates can show companies what works and what doesn't about their recruitment process. 💡
Candidates have experienced all the highs and lows that a successful or unsuccessful application can bring. Candidates have the inside track on the reality of your company's recruitment process.
So, seeking opinions and communicating with these candidates can highlight things that may be overlooked or work well in the hiring process. An increased volume of specific feedback provides actionable recommendations to improve your strategy continually. 🧐
Especially those who unfortunately got passed over for the role. Who tend to be more open and willing to express their views on the recruitment process.
Which will ultimately help improve your candidate experience.
The information acquired through the candidate's feedback is not just there to look pretty. 🗄️
The lessons learned, the candidate's input, and the data are vital to driving improvement across the recruitment process.
In learning what works and what doesn't, companies can bring about positive change and improve processes and tools that may have become outdated. 👴👵
I mean, there is nothing wrong with the old-school way of thinking and approach to business or recruitment.
But in a globalized world where technological and cultural ideas are vastly different from ten or fifteen years ago, sometimes the embrace of the new can provide the cutting edge. 📡
So, actioning suggestions from the candidates' feedback can educate, inform and initiate positive change to the recruitment process and improve the candidate's experience.
🙋What about the employees responsible for the recruitment process every day? What can they get out of candidate feedback?
And at a personal level, candidate feedback can do wonders for the teams responsible for the hiring process.
These individuals can better understand the candidates who they are dealing with regularly. They can:
Through the awarding of time and opportunity for candidate feedback, this vital information can be acquired. And will ensure your business makes the correct decisions to improve the candidate's experience.
Furthermore, candidate feedback can also improve your employee's performance.
Positive or negative feedback can be a massive source of motivation. Knowing you are on the right track in working with candidates or identifying how you can improve is excellent. And will help to contribute to the improvement of the candidate's experience in your businesses' recruitment process.
Every interaction you have during your working hours and at the weekends in some cases is a valuable opportunity to show people what kind of a company you are. 🗣
So, how you treat candidates, listening to their opinions or suggestions, matters to your brand and recognition.
Acting on the candidate's input and providing an open space for them to talk with you can improve your candidate's experience.
Which can often mean that even if a candidate were unsuccessful in their application, they might leave the recruitment process with a powerful impression of you as a company. 🤩
Paying attention to candidate feedback and its impact on the candidate's experience is crucial to businesses having the edge over their competitors.
60% of candidates have had poor candidate experience, and 72% share their poor experience with friends and family. (Source)
This hammers home the point why candidate experience is so important.
Candidates talk, and this can influence future decisions about applying for positions at your company. You are losing potential talent to your competitors—awful news.
But what's worse? A negative experience would make 60% of candidates less likely to purchase that company's product or service in some instances.
60%! hitting you in your revenue streams. This negative impact needs to be corrected! (Source)
There is no successful business around that does not value or treat the people they interact with, with respect. 👊
Over 70% of companies fail to provide a platform for candidates to give feedback. That's a big old space! (Source)
Listening, learning, and acting on candidate feedback will improve the candidate's experience and bring you great renown as a company. A positive reputation as a company and employer is a powerful tool for attracting the best talent worldwide.
Sounds pretty great, right? 🤩
An excellent question.
Analyze your recruitment process, know it inside out and back to front. Understand the journey candidates undertake, the different stages they pass through from beginning to end.
I bet you will begin to see opportunities where communication between yourselves and the candidate can occur and would fit perfectly. 💡
These moments might have been overlooked previously before candidate experience was so in vogue amongst businesses. But it is great to see companies now value the importance of the candidate's voice and the feedback they can provide.
Remember, you are in control of your hiring process.
That's the best part. No rules or laws are dictating to you when and where you should connect with candidates.
So think about these points when seeking to create moments to acquire candidate feedback:
🙋What do I say, though? I've never met the candidates in person?
I know it can be not easy, especially when all the information you have on a candidate is their application in your emails. It's hardly the most personal of relationships.
But now is the time to make it personal. And by seeking and receiving candidate feedback will allow the hiring process to become more intimate and human.
So, top tip time:
This friendly tone lets you know you are interested in the well-being of the candidates and what they have to say.
Candidates want and deserve the personal touch. And feel connected with those around them. 👐
These companies will benefit from this reputation and will be rewarded with data and feedback to improve their candidate experience.
Ultimately, the success of using candidate feedback and improving the candidate's experience lies on your hiring team's shoulders. They will be in charge of acquiring, understanding, and implementing the suggestions and data received.
So, they need to be fully aware of the importance of candidate feedback. It can improve the recruitment process and is now part of the broader strategy of the business to enhance competitiveness and be the best company you can be.
Okay, I'm changing my whole recruitment process because of the candidate's needs; why again?🙋
A very fair question. Changing how you hire requires substantial effort. The work required is significant to adapt your recruitment process to engage and receive more data and feedback from the candidates.
In some instances, you will not receive the feedback you perhaps wanted to hear. Or candidates will ignore your attempts to engage with them.
That can be frustrating, especially considering the effort you have shown to improve their candidate experience.
But, in making these changes, integrating new attitudes towards the recruitment process, showing you value their input and ideas, you are treating the candidates with respect.
Candidates work hard to apply and spend hours, days, and even weeks trying to impress on you why they are the perfect candidate for the position and your company.😓
Candidates respond to emails swiftly, respect the deadlines given to them and even wear smart shoes to the interviews.
With that in mind, open and friendly communication between you, the company, and the candidates is vital to building a positive relationship.
By asking for and using candidate feedback, it shows a company respects the candidates whether they are successful or not. It shows that you appreciate the candidate's time and effort and offer a caring attitude to candidates who are indeed real people and not just numbers and sentences on the screen.
By bearing these ideas in mind, alongside the benefits your business receives from increased candidate feedback, you can drastically improve your candidate's experience.
Candidate feedback is vital to the improvement of candidate experience.
It can show candidates that their voice is appreciated and respected and offer them why they wanted to work for this company in the first place.
For businesses, it can also provide:
How you treat candidates, the acceptance and desire for feedback can improve the candidate's experience.
To get started with the acquisition of candidate feedback and bringing considerable benefits to your business, you should:
By harnessing the power of candidate feedback, listening, and asking questions of those, you can improve a business holistically and create a stellar reputation amongst competitors and candidates alike.
Furthermore, suppose this has sparked an interest and a want to level up your hiring process. In that case, if you want to learn how to get the most out of your hiring process, there is no pressure, and you are more than welcome to contact us, and we can try and guide you towards a 21st Century Recruitment Process.
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