How Good Is Your Candidate Karma?

KarmaAs the old saying goes, ‘what goes around, comes around’. The belief that bad actions would, at some point in the future, return to plague the wrongdoer. For years this was perhaps a ‘just desserts’ concept and after all, what was the real likelihood of anything bad actually coming back?

Fast forward to today and factor in job seekers and social media and it’s a very different story. There are now plenty of platforms that make it very fast, very public and very easy for disgruntled candidates to have their voice heard. And it’s an issue for the whole organisation, not only for HR.

The reality is that whatever message you send out into the world of work comes back to you in one way or another – good as well as bad of course. Not only does it come back in terms of employer reputation but also affects wider brand impact, customer retention and even sales revenue. Research suggests that employers that send out the wrong recruitment message may really feel it where it financially hurts.

Research published for the 2013 UK candidate experience awards found that 49% of candidates claimed some form of relationship with the company they were applying to including nearly 1 in 5 being an existing customer and 12% had family and friends working for that organisation. What’s more, another survey found that 74% of candidates would share a negative recruitment experience with their network whilst 38% state a change in their consumer status based on a bad recruitment experience. Big numbers.

So, what does a great candidate experience look like? What do you need to do to make sure the message that you send out into the world of work is a good one – and any feedback you get back reflects positively?

Speaking on the Mystery Applicant webinar on 22nd October ‘5 Actions to Improve your Candidate Experience’, former global head of resourcing at Unilever, Paul Maxin set out what he thinks a great candidate experience looks like at the interview stage:

>   The candidate is clear about the selection process (who they will see and why)

>   The candidate is provided with clear briefing about who they are meeting and their role

>   The candidate is not asked to come back time and time again to see different people and that the goal posts keep moving

>   Last minute changes to interview times are avoided

>   Candidates should never be kept waiting…punctuality or lack of it creates a strong impression

>   The interviewer should allow time for the candidate to ask questions

>   The candidate should go away with a positive impression, whether or not they are recruited for the role

>   The candidate should get clear feedback and be communicated with on a timely basis.

Mystery Applicant works with employers to enable them to measure candidate feedback over the entire recruitment process, allowing them to identify flashpoints and take action to improve the experience. Offering candidates the chance to provide feedback on your hiring process will ensure that any problem areas are identified and resolved early on. Hopefully what goes around will only be positive feedback on the good things you do.

 

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