9 Stats Key to Providing a Great Candidate Experience

December 28, 2015

More and more companies are focusing on their employer brand, as 62 percent of talent acquisition leaders in 2015 said it is a top priority at their company, up from 58 percent in 2014.

One of the best ways to improve your organization’s employer brand as a recruiter is to provide a great experience for your candidates, whether they are offered a job or not. After all, there are often thousands of people who apply to work for an organization each year, and the way you treat them is going to go a long way to how people feel about working for your organization.

Here is a list of nine statistics that can inform your own strategy to ensuring a great experience for all your candidates:

1. 69% of candidates want to hear about the position’s responsibilities when reaching out

That was more important than the estimated salary range (52 percent), company culture (45 percent) and the position’s seniority (33 percent). So, start off on the right foot when you first contact a candidate by clearly listing the responsibilities of the position you are offering.

2. 83% of professionals say a negative interview experience can change their mind about a role

What we found in our research is the way you treat your candidates in the interview is going to have the most lasting impact on the way they view their company. Going along with the stat listed above, 87 percent say a positive interview experience can change their mind the other way, meaning the interview is the make-or-break event for both your employer brand and your ability to close the candidate.

So, yes, your interviews are your best opportunity to judge if the candidate is going to be a good fit for your organization. But remember it is a two-way conversation, and do what you can to make the experience great for them as well.

3. 53% of professionals say the most important interview is with their prospective manager

A candidate’s interview with their prospective manager is by far the interview that will have the biggest influence on how they feel about your company. Train your hiring managers to provide a great candidate experience during the interview, along with obviously getting the questions they need answered.

4. 49% of professionals said getting their business questions answered matters most to them during the interview

When a candidate comes in for an interview, it is crucial that you answer all of their business questions. That proved to be the most common answer given to what matters most to professionals during an interview, ahead of receiving interview follow up (47 percent), having conversations with leadership (46 percent) and experiencing the company’s culture (41 percent).

5. 77% of professionals want to hear good news by phone

If you have good news to tell a candidate – they are moving to the next round of interviews, they got the job – tell them by phone. They’ll appreciate it.

6. 65% of professionals want to hear bad news by email

Conversely, if you have bad news to tell a candidate – most likely that they didn’t get the job – tell them by email. That’s unless somebody has already invested a lot of time interviewing with you – then it’s appropriate to have a phone conversation and offer some feedback.

7. 59% of professionals want to hear from you whenever you have an update

In an open-ended question, we asked more than 20,000 professionals what bothered them most about the way companies hired. One of the most common answers was that they felt recruiters didn’t keep them updated enough while they were being considered for a position.

The statistic above reflects that, as candidates want to hear from recruiters whenever they have an update, not just when they are offered a job or are rejected. A good rule of thumb is to contact your candidates at least once a week to keep them warm throughout the process.

8. 94% of professionals want interview feedback if they are rejected

If someone interviews with you and doesn’t get the job, tell them why. The key here is to focus on something constructive, as perhaps they don’t have the skills you were looking for, or they didn’t adequately research your company beforehand.

9. Only 41% of professionals have received interview feedback after a rejection

Going with the last stat, most companies do not provide feedback to a rejected candidate after an interview. This offers a unique opportunity for you to take advantage of a gap in the market.

If you provide meaningful, constructive criticism (again, as mentioned in point six, it should be over email), candidates will appreciate it. In fact, in the same survey, we found candidates were four-times more likely to consider a job with a company in the future if they were given constructive feedback after being rejected from them the first time.

Tying it all together

There are a lot of things you can’t control as a recruiter, when it comes to your employer brand. Obviously, first and foremost is the way your organization treats its employees, which is going to have a massive impact on your employer brand.

But what you control completely is the way you treat the candidates you deal with each day. If you treat them great, it’ll stand out in people’s minds, and will have a lasting positive effect on the way people view working at your organization.

* image by Death to Stock Photo

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