Treat candidates well or lose them as employees, customers
divisionofKornFerryshowshowcriticalitisfororganisationstoplaceastrongemphasisonthecandidateexperience duringrecruiting. Three-quartersofrespondentssayitis unlikelytheywouldacceptajobofferiftheyweretreated poorlyduringtherecruitingexperience, eveniftheyfeltthe rolewasagoodfit. Inaddition, 56percentsayitisunlikely thattheywouldremainacustomerofacompanyiftheyhad abadexperienceasacandidate, and34percentsaythey wouldalsobelikelytourgetheirfriendsandfamily memberstostopbeingacustomer. Whenconsidering applyingtoacompany, 98percentrespondentssaythey taketosocialmediasitestoseewhatotherssayaboutboth thehiringexperienceaswellasworkingattheorganisation.
“Companiesrisk alienatingnotonly strongcandidates, but alsoloyalcustomersif theydon’tmakea concertedeffortto createanefficient, welcomingand informative environmentduringthe hiringprocess,” saidAdamBlumberg, KornFerry Futurestepvice-president, keyaccounts.“Thisequatesto significantcosts, bothintermsofthetimeandmoney wastedduringthehiringprocess, aswellaslossofrevenue fromfleeingcustomers.” Whenaskedwhatwouldaggravate themmostduringtherecruitingprocess, 53percentcited nothearingbackfromtherecruiterorhiringmanager.
“Thebestrecruitersandtalentacquisitionprofessionals takethetimetounderstandthestrategicobjectivesofboth thecompanyandtheroleforwhichtheyarerecruiting, and communicatetothecandidatehowtheywillfitintothe organisationifhired,” saidNeilGriffiths, KornFerry Futurestep’sglobalbrand, marketingandcommunications leader. Akeytactictohelpbringtheemployerbrandtolifeis tousedigitalchannels. Surveyrespondentssaidthat beyondrecruitmentprocessdetails, theelementsthat mattermosttothemonacareerwebsiteareinformation aboutthecompany'scultureanditsphilanthropicefforts.