In recruitment, focusing on candidate experience can make the difference
Human resources managers and business leaders are becoming increasingly aware of the fact that the quality of an organisation’s recruitment process can have a huge impact on an organisation’s overall success. This ranges from the very obvious – that a quality, focused recruitment process is more likely to discover the talent an organisation needs – to the less immediate consideration of organisational branding. A great recruitment process, which properly articulates the great culture, work atmosphere, highly-skilled employees, and compelling vision, will help feed into the overall positive impression of an organisation. Moreover, a recruitment process that effectively handles both successful and unsuccessful candidates is likely to produce a more positive overall perception of your brand in the wider consciousness of social media and word-of-mouth.
A recent study by ADUKG partner TalentQ found that 56 per cent of global talent leaders agreed that effectively managing the rejection process was a key priority for their organisation. The authors make the argument that if every rejected candidate comes away from the process disgruntled because of its poor management, this can rapidly evolve into a situation where a great many people have a vicariously formed impression of the organisation as a whole. This is not helpful either for future recruitment, or for your wider customer-base.
TalentQ’s research found that 84 per cent of UK graduates believed “good insight into the role” was the critical factor they wanted before applying for a particular job. As such a priority, it makes sense for employers to be very clear about what they are looking for from candidates, meaning they need to be clear themselves about what they need for the organisation. This helps avoid the situation where candidates and organisation are both trying to lever a particular skillset into a hazy and poorly-defined job description.
Another facet of recruitment that should never be overlooked is the communication with all candidates – whether they are your number one choice candidate or a definite rejection. Companies need to be very clear about the stages of recruitment they will go through, the expected timeframes they expect to keep to, and the methods they will be using for selection. TalentQ also suggests organisations need to be clear on why particular assessments are being used, how they will be assessed, and why they are relevant to a particular role.
94 per cent of candidates in one LinkedIn survey stated that feedback after an interview was also crucial for them, with people suggesting that they would be four times more likely to consider another role with the organisation in the future if they received constructive feedback. However, only 41 per cent of respondents stated that they had received such feedback in the past, suggesting that companies have some way to go in achieving this key recruitment effort.
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