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Candidate Experience

With record-low unemployment in 2018, candidate experience isn’t just an employer branding tool. It’s a hiring necessity. 

This week, we hosted a webinar featuring our own Jennifer Bilcze, Customer Success Director at HireVue and formerly Director of Talent Operations & Strategy at TMX Finance. 

Missed the Webinar? Watch it here.

In the webinar, we:

  • Looked at some brand new data from the 2017 Candidate Experience Research Report;
  • Detailed best practices for every step in the candidate experience (from job post to job offer);
  • Explained how you should track and tweak your candidate experience based on candidate feedback;
  • Examined what a large telecommunications company does to build an award-winning candidate experience. 

Why Candidate Experience Matters

In today’s economic climate, candidates have options. They’re probably already employed. And if they feel their time is disrespected, they’ll drop out of the recruiting process. 

That’s what the Talent Board found in their latest survey of more than 100,000 candidates. Of the candidates who withdrew from the recruiting process and gave their experience the lowest possible rating, 46% said it was because their time was disrespected during interviews. 26% said it was because the process took too long. 

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Only 10% dropped out because the offered salary did not meet their expectations.

Aside from mitigating the risk of drop-out, the “classic” benefits of a great candidate experience are still there too (building a better talent pipeline and increasing customer loyalty):

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How Companies are Measuring Candidate Experience

Gathering candidate feedback is key to measuring how well your candidate experience efforts are working. While a few companies are gathering feedback at every step in the hiring process, most organizations:

  • Do not survey candidates at all; or
  • Only survey candidates after they are hired (at which point they’re probably biased, since they got the job).

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To make the most of the candidate experience, you need give candidates the opportunity to provide feedback after every step of the process. You never know when a step will be the candidate’s last. A single negative step can spoil the efforts you put into optimizing earlier parts of the process.

It’s critical to consider the candidate experience as a whole. That’s why we explored best practices for every step of the process in this webinar: from job posting, to job offer.

Learn how to optimize your candidate experience from start to finish:

Watch the Webinar

You’ll get the inside scoop on the newest data from the 2017 Candidate Experience Research Report, and find out the answers to questions like:

  • When gathering candidate feedback, what sample size do you recommend before making changes to the experience?
  • What Net Promoter Score is too low, and indicates a part of the experience should be changed?
  • How do you sell executives and other stakeholders on the candidate experience?
  • If you were starting from zero (no prior emphasis on candidate experience), where would you start?

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