Candidates: Are you interviewing and need support?
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.
In the webinar, we:
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. 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):
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:
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:
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: