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Ideas to curb bad candidate experience, including a free tool

Your hiring efforts should monitor job applicant resentment, which happens when candidates feel spurned by a company’s recruitment process. Here’s how to do just that.

 

By Scott Wallask on SearchHRSoftware

 

Applicant resentment in HR is not discussed often, but a bad candidate experience can cost companies future hires — and customers.

“The employee experience and the candidate experience are completely linked,” said Kevin Grossman, president and board member of Talent Board, a nonprofit organization that promotes ways to improve the candidate experience.

It’s hard to pinpoint what a bad candidate experience entails; however, it’s more than a potential hire feeling dismayed about not getting a job offer. HireRight, which performs employee background checks, defines candidate resentment in its website glossary as applicants so fed up with the recruitment process, “they give up all interest in working for that company.”

Resentment can also stem from a job candidate being turned down for a position poorly as opposed to being turned down well, according to a 2015 blog from the Society of Human Resource Management. For example, candidates might resent not receiving a job offer if they felt they didn’t get a chance to explain their skills to a hiring manager, the blog noted

 

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