Did you know that 76% of people say that not hearing back from an employer after a job interview is more frustrating than not hearing from someone after a first date?
If you’re in the HR and Recruitment world then you know that Candidate Experience is only becoming more important. Leaving candidates reeling from bad experiences with you will result in negative social media amplification, and also this candidate not referring you more candidates.
If you’re a consumer brand they’re dramatically less likely to ever buy from you again. Bad Candidate Experience means you’re leaving money on the table, and you’re opening yourself up to Glassdoor wildfires.
Don’t just take my word for it.
In this article, I’ve broken down some of the most vital facts and stats about Candidate Experience.
It boils down to this: unhappy candidates make for unhappy customers; candidates, on the whole, do not feel heard, and a shocking amount of candidates feel like they’re not respected.
Unhappy candidates make unhappy customers
- 50% of candidates won’t purchase from or recommend a company after a bad recruitment experience. (hiring success fundamentals, smartrecruiters)
- 39% of candidates with a negative experience say they will never do business with that company ever again while 65% of candidates with a positive experience say they will do business although they were never hired. (CandE research, TalentBoard)
- 34% of candidates with a bad candidate experience will share it online. (CandE research, TalentBoard)
Candidates do not feel heard
- 35,6% of companies admit to never surveying candidates about their experience ever, compared to 18% in 2016. (CandE research, TalentBoard)
- Only 8.9% of companies survey candidates at every possible touchpoint, compared to 11,5% in 2016. (CandE research, TalentBoard)
- Only 25% of candidates were asked to provide feedback about their experience prior to the starting date. (CandE research, TalentBoard)
Candidates do not feel respected
- 46% of candidates believed their time was disrespected during interviews. (CandE research, TalentBoard)
- 47% of job seekers did not complete a job application because it was “too lengthy or complicated.” (hiring success fundamentals, smartrecruiters)
- 43% of candidates spend 30 minutes or more on the average online application, and 10% invest in it an hour or more.
- 25% of candidates receive no preparation at all before their interview (CandE research, TalentBoard)
- 59% of candidates admitted to having left job applications because of technical issues (bugs, bad website, or even bad design) (The Hiring Process Unveiled, ICIMS)
- 52% of candidates have to wait for 3 months or more on a response (CandE research, TalentBoard)
What’s driving bad candidate experience?
Looking through these stats a clear picture emerges.
The drivers of bad candidate experience are largely the way they are because organizations are not building a process and experience they would want to have themselves.
Say what you want about ‘empathy’ as a business strategy, but when you don’t put yourself in your candidate’s shoes it shouldn’t be a surprise to hear that close to half of candidates feel their time is disrespected in interviews.
Food for thought
Take action to improve your Candidate Experience.
🍟 Put yourself in your candidates’ shoes.
Would you fill out a lengthy application, buggy application? Would you be happy with an unclear process and lack of communication?
🍕Make feedback a two-way street.
Give your candidates feedback about their progress but ask them for feedback and make them feel heard.
🍔 Start with the human.
Listen and respect your candidates. These stats do not translate to every recruitment business, but listening to your candidates will at least identify your pitfalls.
Serious about improving your Candidate Experience?
Here at Starred, we’re already working on Candidate Experience at the likes of Danone, as well as successful recruiters like Altus Staffing. It’s all about automated and actionable feedback – measure Candidates Experience and improve it. We’ll show you how.