A recent Linkedin survey of 20k professionals, who had recently applied for a job, found that 92.5% expected to hear something back from the company they had applied to even if it was just a rejection. In reality only 34% heard anything back at all. Similar research findings are frequently reported with all the evidence pointing to a worsening of the Candidate Experience.
On the face of it this seems strange considering the huge amount of discussion and conference time dedicated to promoting the benefits of having a good candidate experience. In reality making changes that improve candidate experience is hard and unless the employer has made these changes a strategic priority they are unlikely to happen.
It would be fair to say that one of the reasons main reasons the candidate experience isn’t viewed strategically comes from the lack of measurement in the space. It is impossible to fully appreciate the impact of the candidate experience on resourcing and broader corporate objectives without consistent real time measurement being put in place.
As many of the worlds leading companies have found, Candidate Experience measurement offers employers significant advantages and value in a number of key areas.
I will be writing a series of subsequent blogs that will go into these advantages in more detail. Below is a brief overview of the four key topics that will be covered,
Data & Analytics
There is a growing and much broader trend within HR for data and analytics. Candidate experience measurement helps to align resourcing with other HR disciplines and gives Heads of Resourcing a data driven business case to make changes, presented in a language that key stakeholders will understand.
Brand & Reputation
We live in a world dominated by social media and other consumer feedback channels. As global economies have improved there has been a substantial rise in open criticism round poor candidate experiences. Candidate experience measurement offers employers the opportunity to identify potential points of failure in the recruitment process and take control of the situation, protecting their brand whilst highlighting how to effectively promote their EVP.
Process Improvement & Accountability
Companies who have implemented real time candidate experience measurement (gathering feedback from job applicants and internal stakeholders) have found the data shines a light on all elements of their recruitment process. The resulting transparency allows them to drive accountability and performance with internal recruiters and external suppliers.
Competing in a candidate driven markets
Most recruitment markets are now candidate driven. With skill shortages commonplace, a quality candidate experience is now a key point of difference when employers are competing for talent. Real time candidate experience measurement not only provides a catalyst to improve recruitment processes in general terms, it can also identify the precise points at which talented candidates are dropping out of the process.
Overall it is becoming very clear that Candidate Experience needs to move from a point of discussion to a point of action. Real time measurement offers companies the best chance to structure the move from talking about the importance of the Candidate Experience to actually doing something to improve it.
This blog series is being produced by Matt Alder (www.metashift.co.uk) in association with Mystery Applicant (www.mysteryapplicant.com) the leader in Candidate Experience Measurement and recruitment analytics.