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Employee Experience

Company & Candidate: The Candidate Experience

September 5, 2018
5 min read
Group 1-1

Performance Management, Supercharged

We all know that candidates bring their A game to the recruiting process, so why should it be any different for the company? Starting long before the interview, candidates begin to form their opinion about employment with you. Will their experience with your organization have them swooning over the a job offer, or will it leave them longing for a different position? As you think of the answer to that question, take a look at just how important the candidate experience is:

The Candidate Experience

  • 96% of respondents from Indeed interactive responded that building relationships with candidates is vital (source)
  • 78% of candidates note that the overall candidate experience they receive is an indicator of how a company values its people (source)
  • 70% of employers have invested, or plan to invest, more resources to improving the candidate experience in the next year (source)
  • Organizations that invest in a strong candidate experience improve their quality of hires by 70% (source)
  • 78% of employers feel they do a good job setting expectations upfront and communicating throughout the process while only 47% of candidates say employers do a good job of setting expectation in terms of communication at the beginning or a potential hiring interaction (source)
What do applicants think of your #CandidateExperience? Take an interview in their shoes to spot the disconnects you might not notice any other way:

The candidate experience is of utmost importance to both the candidate and the company, and for a good reason. Candidates see their overall experience as a glimpse into working for the company, which is a contributing reason as to why companies are investing more time and resources into the experience.


Where It All Starts: The Job Description

The job description is among the first items a candidate looks at when applying for a job. Therefore, these short lists of necessary requirements, overall responsibilities and daily duties play a large part in their first impression of the company.

  • While 72% of hiring managers say they provide clear job descriptions, only 36% of candidates say the same (source)
  • 53% of job seekers want expectations clearly explained in the job description (source)
  • When asked “what do you want to know most about your company?”, 66% of candidates answer culture and values, 54% answer perks and benefits and 50% answer mission and vision (source)

With these statistics in mind, be sure to start your candidate experience off on the right foot with an accurate job description. Go above the typical by not only including expectations of the position, but also the company information that so many candidates crave.


Moving On Up: The Application and the Interview

You have worked hard to find qualified candidates to bring in for interviews - don’t lose them at this point! Continue to keep them interested in the position with a stress-free experience.

  • 60% of job seekers have quit an application in the middle due to its length or complexity (source)
  • 66% are more likely to have a positive experience if employees make them feel comfortable when they interact with them, providing the candidate with a sense of community in the workplace (source)
  • Among candidates with one-star overall experiences, 19% felt their time was not respected during interviews and other appointments (source)
  • 9% of candidates with five-star experiences said they did not have problems with recruiters disrespecting their personal time (source)
Check out these jaw-dropping stats to see how the candidate experience is impacting your #hiring process:

Continue to keep your candidate experience in mind as your move further through the hiring process. The application and interview are two high-stress moments for candidates as they want to make the best first impression. For that reason, keep these processes simple while also asking the important questions.

The Follow Up

Interviews allow you to identify the A players you want working for you, but don’t ignore the rest. Take that opportunity to follow up with each and every candidate that applied. Although they may not have been the perfect fit for one position, doesn’t mean that they wouldn’t shine in another.

  • 60% of candidates say “Better Communication throughout and after the applicant process” would make the most positive impact (source)
  • While only 61% of employers say they notify declined candidates about their decision, 65% of job seekers say they never or rarely receive notice of their application status (source)
  • Talent is 4 times more likely to consider your company for a future opportunity when you offer them constructive feedback (source)

The stats clearly show that candidates often times get left out in the dark. By following up with all candidate, you create a friendly and inviting candidate experience that encourages candidates to re-apply at a later time.

A majority of candidates (73%) note that the job search process is one of the most stressful things in their lives. Identify pain points in your process by asking: Is the job description clear and accurate? How long does the application process take? Who will the candidate meet, and will they represent the company well? Was each and every candidate followed up with? Change candidates minds on the job seeking process by making a simple and positive candidate experience.

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