Offering a good candidate experience helps you stand out from the competition.
30 January 2015
Read by 4295 persons
Here are, according to a Careerbuilder survey, the "10 tips for creating a perfect candidate experience and improving your return on investment".
Careerbuilder conducted a survey on candidate experience with 690 candidates, recruiters and human resources managers. An interesting working base for any company wishing to work on improving its candidate experience and obtaining a better return on its recruitment efforts. Advice to follow urgently for those who want to improve relations between candidates and potential employers. RH Advisor can only approve, being mobilized on the subject of improving the reputation of recruitment firms with candidates (discover in particular our ranking of the best professionals according to candidates, and take the opportunity to contribute yourself by giving your opinion).
First finding of the survey: a lot of dissatisfaction. Only 17% of candidates consider the candidate experience “excellent” and say it does not need to be improved.
Here are the 10 tips highlighted by this survey:
1. Give a quick and regular response on the recruitment process
61% of candidates consider the candidate experience “good” if "recruiters respond quickly throughout the process". 56% of them ask to be regularly informed about their situation in the selection process.
2. Accept giving bad news
61% of candidates prefer to hear that their application has not been selected rather than remaining without news.
3. Test your recruitment process, putting yourself in the candidate's shoes
Only 63% of recruiters have taken this trouble. Among these, half recognized that the exercise had opened their eyes to the need to improve the process.
4. Ensure that the application process is short
Employers must ensure that the application process takes less than 20 minutes. 62% of candidates will be grateful.
5. Opt for a seamless process
For 70% of them, the ideal application form has less than 5 pages and asks less than 15 questions.
6. Eliminate steps
Among the 60% of candidates who say they have already given up along the way, 82% cite the too large number of steps as an explanation.
7. Be mobile
65% of candidates say they “rarely” return to an offer on their computer after unsuccessfully trying to apply via a tablet or smartphone.
8. Personalize your responses
40% of candidates find automatic responses impersonal and 60% expect to receive a call. Make a difference.
9. Have you thought about your employer brand?
53% of candidates admit that they knew nothing about the company they were targeting before inquiring as part of their job search. Make yourselves more attractive by refining your employer brand!
10. Make sure to allow candidates to apply later
2 out of 5 candidates will appreciate the possibility of saving their information and returning to apply later without going through the entire process again.
Pascale Kroll.
Rhadvisor.com
Posted online January 30, 2015.
Careerbuilder conducted a survey on candidate experience with 690 candidates, recruiters and human resources managers. An interesting working base for any company wishing to work on improving its candidate experience and obtaining a better return on its recruitment efforts. Advice to follow urgently for those who want to improve relations between candidates and potential employers. RH Advisor can only approve, being mobilized on the subject of improving the reputation of recruitment firms with candidates (discover in particular our ranking of the best professionals according to candidates, and take the opportunity to contribute yourself by giving your opinion).
First finding of the survey: a lot of dissatisfaction. Only 17% of candidates consider the candidate experience “excellent” and say it does not need to be improved.
Here are the 10 tips highlighted by this survey:
1. Give a quick and regular response on the recruitment process
61% of candidates consider the candidate experience “good” if "recruiters respond quickly throughout the process". 56% of them ask to be regularly informed about their situation in the selection process.
2. Accept giving bad news
61% of candidates prefer to hear that their application has not been selected rather than remaining without news.
3. Test your recruitment process, putting yourself in the candidate's shoes
Only 63% of recruiters have taken this trouble. Among these, half recognized that the exercise had opened their eyes to the need to improve the process.
4. Ensure that the application process is short
Employers must ensure that the application process takes less than 20 minutes. 62% of candidates will be grateful.
5. Opt for a seamless process
For 70% of them, the ideal application form has less than 5 pages and asks less than 15 questions.
6. Eliminate steps
Among the 60% of candidates who say they have already given up along the way, 82% cite the too large number of steps as an explanation.
7. Be mobile
65% of candidates say they “rarely” return to an offer on their computer after unsuccessfully trying to apply via a tablet or smartphone.
8. Personalize your responses
40% of candidates find automatic responses impersonal and 60% expect to receive a call. Make a difference.
9. Have you thought about your employer brand?
53% of candidates admit that they knew nothing about the company they were targeting before inquiring as part of their job search. Make yourselves more attractive by refining your employer brand!
10. Make sure to allow candidates to apply later
2 out of 5 candidates will appreciate the possibility of saving their information and returning to apply later without going through the entire process again.
Pascale Kroll.
Rhadvisor.com
Posted online January 30, 2015.
