A guest post from Steve Othen Head of Strategic Projects at The REC.
A lot has been written, including by me, about how important it is to measure candidate experience. So I thought I change it up and focus on the how.
The candidate strikes back is a recent report published by REC as part of our Good Recruitment Campaign. This campaign is a free resource we have developed to help in-house recruitment and HR teams enhance their hiring process through best practice and shared learning.
This particular report has a subtitle of ‘How to improve the recruitment process for your candidates’.
Throughout the document we combine existing information from sources such as Mystery Applicant, CEB, The Candidate Experience Awards and REC; with brand new data gathered from a number of focus groups, telephone interviews and a YouGov survey of over 2,000 people.
For me, one of the biggest eye-openers was the difference between what employers consider as the most important elements when looking to improve candidate experience, compared to that of the job-seekers themselves.
However, if you continue reading it becomes apparent why this disconnect exists – 80% of respondents said they were not asked for feedback on the recruitment process. Why?
There are plenty of tools available, both free and paid for, that allow you to survey your candidates and ask them about their experience. After all, why presume that you are providing a good or bad experience, when you could just ask?
We held some candidate experience workshops with, employers engaged with the Good Recruitment Campaign, last year and some of the reluctance seemed to be around the following:
For more information on ‘The candidate strikes back’ and what candidates are saying would improve their experience, download a free infographic of the report by visiting www.rec.uk.com/candidateexperience.