D
Dexterity | Catalyst
Candidates who believe they
have had a ‘negative’ overall
experience tell us they will take
their alliance, product purchases
and business relationships
elsewhere
2018 Talent Board North
American Candidate Experience
Research Report
However, in the hiring process, feedback is
rarely captured – or (where it is) relayed back to
candidates: in a 2018 survey of North American
employers, Talent Board found that less
than a third of hiring managers provide
candidate feedback.
In this, organisations are missing a trick.
Since employees are asking for feedback in
order to grow professionally and improve
their performance, it would be fair to assume
that similar feedback would also be relevant to
candidates during the hiring process. Aptitude
Research found that 86% of candidates are
dissatisfied with the rejection process – mostly
due to the lack of communication.
Job seekers, on average applying for at least
five jobs simultaneously, want to know how
they stack up against other candidates and
what they should work on to stand out from
the competition. They are used to consumer-
driven experiences that provide transparency
and instantaneous attention (think ‘likes’ on
Instagram or comments on TikTok). They do
not switch off these expectations when looking
for a job.
Through providing feedback (drawing on
technology, to minimise workload), employers
have an opportunity to maintain a dialogue with
promising candidates and to remain front-of-
mind. They have a chance to enhance brand
affinity by making candidates feel valued –
whether or not they get the job.
Feedback can help soften the blow of a
rejection, keeping candidates engaged and open
to future opportunities. Research by Talent
Board shows that candidates given feedback
the day after interviewing are 52% more likely
to increase their relationship with the employer
in question; 8% of those not given feedback
would consider severing the relationship with
the brand.
Since only a small percentage of candidates
are hired at any one time, managing the majority
of (rejected) applicants effectively becomes an
obvious way to improve candidate experience
and achieve differentiation.
In a business environment where the ability
to hire the right people can make or break an
organisation, talent-acquisition professionals
must seize every opportunity to scrutinise,
evaluate and improve the candidate journey.
Download digital whitepaper The Forgotten
Workforce at bit.ly/ams-hourly_research
alexandermannsolutions.com
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