What happens if you ignore your candidate experience?
That is a question the recently released 2017 North American Candidate Experience research report sheds some light on. At a high level, ignoring your candidate experience (or creating a negative experience) will create a ripple effect that will impact your organization’s ability to find and hire qualified talent. Period. (< Click to tweet!)
According to the report, 60 percent of candidates will share their negative experiences with others, thereby influencing other people’s perceptions and decisions. Candidates with an overall poor experience are less likely to refer others to work for your organization. And, 46 percent of candidates with a poor experience say they will “sever the business relationship.” If you are an organization that relies on consumers to make money imagine the impact this can have on your bottom line.
At exaqueo, we have a candidate experience model that includes:
- Awareness: when a candidate first becomes aware of a brand
- Consideration: when a candidate considers working for that brand
- Application: when a candidate applies for a job
- Interview: when the candidate interviews for a job
- Offer: when the candidate receives a formal offer.
Along this spectrum there are numerous candidate touchpoints you can control (e.g. your offer experience) and others you cannot (e.g. a candidate’s interview review on a public review site). In the areas where you can control or heavily influence the experience, we see that most employers are just satisfying candidates basic needs.
We want you to think differently about your candidates and move beyond Satisfy, to Engage and — even more elevated — Captivate…