Insights into the Talent Board North American Candidate Experience Report
The Talent Board North American Candidate Experience Report is now available. Once again, it is full of insights that really capture where organizations are landing on such an important topic: The Candidate Experience.
Not that long ago, this wasn’t such a hot subject. People applied for jobs, they landed the position or they didn’t. Recruiters on the front lines have long felt the impact in discussions with job seekers and hiring managers who experienced a “disconnect” in the hiring process. Everyone moved on. However, luckily, things have changed. We have a talent pool full of people who expect more. And the Talent Board is definitely vying for the candidates. From transparency to better communication, job seekers everywhere have a massive advocate in this organization. I’m proud to be part of the volunteer team helping to share the news about what we are doing.
Some companies and recruiting firms are on the candidate experience “bandwagon” and some simply aren’t. From my vantage point, the organizations who see the value in a positive candidate journey tend to reap many benefits.
But According to Talent Board 2015 North American Candidate Experience (CandE) Awards and Research data (U.S. and Canada), “Only 40% of recruiters are required to respond to candidates at all.”
However, the Talent Board would like to point out that, “As organizations mature in talent acquisition strategies, they must provide more opportunities to communicate with candidates and offer transparency through every stage of the candidate journey.”
The report takes a hard look at where organizations are today, but offers data and insights that can guide leaders to improve the overall candidate experience. This year’s report is divided into three core areas of talent acquisition (Attract, Recruit, and Hire) and explores why each area is critical.
Here are a few findings that I want to share with you.
“Candidates Are Becoming More Sophisticated. Candidates are taking control of their own journey. In fact, 76 percent of candidates conduct their own job search research across multiple channels prior to applying.”
Any time a statistic is nearly 80% of a population, take note. We all know the days of circling newspaper ads for jobs is passé, but anyone in a recruiting role should digest this statistic and overall message for a moment. Where are your potential employees conducting job searches where you aren’t present? What is your talent brand across these platforms? Are you losing them before you even “had” them?
“Onboarding is Still a Missed Opportunity for the Candidate Experience. Once a candidate is onboard, organizations have an opportunity to find out what went right and what went wrong. Yet, only 16 percent of employers ask for feedback during the onboarding phase.”
This one is so senseless to me. It’ so simple, yet is being missed by a massive 84 percent of organizations. These people already work there; you don’t even have to track them down! Simply ask new employees about their experience during hiring. Make it a simple questionnaire. Aggregate the findings and adjust accordingly. You can do it!
“Employers Do Not Offer Enough Opportunities for Candidates to Showcase Skills, Knowledge and Experience. While over 80 percent of candidates answer general screening questions during the application process, only 50 percent are asked for job specific skills and less than one-third are asked to take assessments.”
This finding has some implications. Do half of employers not know how to screen for job specific skills? We know that’s not true. Those screenings and assessments just aren’t being utilized appropriately during the candidate journey. What an incredible wrinkle to iron out. Allow technology to help candidates express their knowledge, skills and experience and enjoy the show.
The report in its entirety is available here – take a look, digest and think critically…how is the candidate experience working at my organization?
The report in its entirety is available here.
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