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The Same Old (And New) Candidate Experience Story

By Kevin Grossman on IBM

If I hear it one more time, I think I’m going to scream.

This part: The research reports are great, but it’s the same old story. So, what’s new and fresh?

The context of course being the Talent Board global candidate experience research. The overall data we capture, from pre-application to onboarding, hasn’t had significant variance over the past few years that we’ve been conducting this annual research.

That doesn’t mean there aren’t incremental trends of improvement that have been happening across the board around the world. There have been. But there have also been increases in negative sentiment around the world.

Even with the positive improvements overall, and better processes and recruiting technologies that empower talent acquisition professionals to spend more time investing in candidate communication and feedback loops, there are so many factors pummeling a business year-round that the heavy lifting in recruiting is in the sustaining of candidate experience improvements over time, beyond year one. There are leadership changes, and team churn, and economic impacts, and political impacts, and the list goes on.

So, what’s new and fresh?

Well, everything and nothing.

For example, there is an overall incremental positive trend upwards over the past three years with 5-star candidates saying they’ll increase their business relationship across North America, EMEA, and APAC (see Figure 1 below – APAC trends down a bit actually). This is good news. Candidates who are more likely to apply again also refer others and buy stuff if and when applicable with consumer-based companies (and the trend continues in 2018 as we continue to collect new data)…

 

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