There’s nothing worse than a job candidate who “ghosts” an interview, right? How about a company whose applications go into limbo, one that ignores candidates after an initial screen – or even after multiple interviews?
According to the 2021 Jobvite Job Seeker Nation Report, many companies are guilty of ghosting their applicants. In fact, 48% of those surveyed blamed a lack of response from an employer or recruiter for their negative candidate experience.
Other reasons for a poor candidate experience included a complicated job application (25%), lengthy hiring process (25%) and difficulty scheduling an interview (22%). A significant number of respondents blamed the interviewer for their bad experience, saying they were impersonal, unpleasant or unprepared.
Clearly, many companies need to do better.
First Impressions Count
In a candidates’ job market, businesses should be concerned about the impression they make on their applicants and candidates. After all, candidates talk. A positive experience can lead to brand loyalty and an increase in job applicants through word of mouth. On the other hand, a poor candidate experience can negatively affect your bottom line.
“Unhappy candidates might share their experiences with friends, colleagues, acquaintances, and — through social media platforms like Glassdoor — multitudes of strangers who may decide to forgo applying or doing business with a company,” said Kevin Grossman, president of the nonprofit Talent Board, in an article in SHRM.
Good communication between the employer and job seeker starts at first contact and continues throughout the hiring process. That means acknowledging receipt of applications and making interview scheduling easy. It means informing candidates about your company, mission, goals and culture. It means putting interviewees at ease with a little chit-chat before drilling down to their background and qualifications. It even means providing closure by letting candidates know if they have not been selected for a position.
Improving the Candidate Experience
A first step to improving your company’s candidate experience might be to edit your online job application. Typically, the longer the application, the higher the bounce rate. Limit your questions and rely on the applicant’s resume for detailed background information.
Second, train your interviewers. “Most people are not very good at interviewing because it is not their primary job. They feel it takes away time from their ‘real’ job,” says Duane Lakin, a consulting psychologist interviewed for an SHRM article.
Third, commit to communication throughout the hiring process. Be clear with candidates about your timeline – when they might be called for a second interview, when interviewing will be complete and when you expect to make a hiring decision.
“Provide feedback to the candidates who were unsuccessful,” suggests LinkedIn. “Candidates will respect any feedback you can provide and will likely reapply to future roles and tell their friends to apply.”
You want candidates to want to work for you. Shouldn’t your hiring process make them feel as welcome as possible?
Work With the Experts!
For help at all stages of your hiring process, contact the staffing experts at Pro Resources Staffing Solutions.