Many companies believe that if they don't end up moving forward with a candidate, his or her journey through the hiring process is inconsequential. However, a recent CareerBuilder study suggests treating candidates negatively can seriously impact a business long after interviews come to a close.
The study, cited by Dr. John Sullivan in an article for ERE Media, found that the unexpected consequences of a poor candidate experience can include both lost sales and a reduction in future job applications. Nine percent of surveyed applicants reported they would tell others not to purchase products from the hiring firm and as many as 23 percent said they would reduce their own purchases.
In addition, 22 percent of candidates who had a bad hiring experience said they would encourage others not to work at the firm. This number could jump even higher considering the effect more indirect persuasion, such as social media posts, could have on the pool of applications a company receives.
In light of these findings, it is crucial that businesses focus on giving potential new hires a polished interview and hiring experience. Here are three ways you can improve the candidate experience at your organization:
- Self-evaluate: Before you can remedying friction points, your business must first collect information about what is working well and where it can improve the hiring process. Try surveying past candidates (both those who you hired as well as those you passed on) for candid feedback on their experiences. Another way to gain insight on is to periodically use what Dr. Sullivan calls "mystery shoppers," or people who go through the process to identify issues candidates might face.
- Keep your promises: One of the most straightforward ways to keep candidates feeling valued is by sticking to the promises you make. If you say they should be hearing from you by the end of the week, be sure to reach out to them within that timeframe! It may seem simple, but your commitment can go a long way in keeping applicants engaged.
- Interview with a diverse team: A crucial component of the candidate experience is the interview. Be sure your interviewers represent a diverse slice of your company, with individuals who can provide insight on various aspects of the job and the company. This will give applicants a more complete sense for the ins and outs of the company, as well as give your interviewing staff a better chance to successfully answer any specific questions interviewees might have.
Another important moment in the hiring process is the first point of contact with a future applicant. Working with recruitment consultants can ensure you identify and reach out to candidates in the best way possible, beginning their candidate experience on the right foot.
Finding people is easy, but finding the RIGHT people is not. YES Partners helps companies FIND the right people for all company functions, across many industries and globally.
