Talent Board’s most recent candidate experience research is out, and with more than 240 North American employers and 183,000+ job seekers weighing in, it’s worth the read. Talent Board started its CandE awards and benchmarking program about five years ago to help organizations elevate their candidate experience. Since then, as participation has grown, its value to companies and its positive influence on talent acquisition and recruiting practices has skyrocketed. Modern Hire is proud to be a CandE sponsor.
This year’s report reveals some significant points about hiring from an employer’s perspective. Employers are paying more than lip service to elevate their hiring process, though their efforts aren’t always successful. Many are concentrating on individual stages in that hiring life cycle to make improvements. Here are some points we zeroed in on as most informative:
- Screening has a big impact on the candidate experience. In the research, screening was defined as the initial evaluation process that determines whether or not an applicant moves forward in the hiring process. According to the report, “Screening offers organizations an opportunity to build a stronger relationship of trust with a candidate and set the groundwork for positive communication. Yet, so often it is viewed as ‘them’ vs. ‘us’ – there are simply too many candidates.” The data trend shows companies are backsliding in terms of personalization, communication and accountability in the screening process. As a result, candidates become frustrated with potential employers, and feel apprehensive about future screening. Employers continue to wrestle with practices for screening candidates which balance efficacy with a personalized, human experience.
- Onboarding communication improves. There’s good news: Employers are doing a better job of communication in the onboarding stage of hiring. According to candidates participating in the CandE survey, 39% received calls from their hiring manager before their first day, and 20% of employers are providing multiple options to communicate goals, meet team members and answer questions. The percentage of employers who ask for candidates’ feedback on or around their start date rose from 13% in 2015 to 20% in this year’s data.
- Mobile-apply continues to increase. The percentage of employers offering a mobile option for candidates to apply saw a huge jump to 79%, an increase of 18% over last year’s data. In addition, 21% of companies are considering a mobile-enabled system in 2016/2017. However, just 12% of candidates responding said they applied through a mobile device. The mobile-recruiting relationship is likely an evolving story, with more to come.
- Investment in social media trends downward. The research uncovered an interesting disparity related to social media: While employers have decreased their investment in social media technologies, many are still putting resources into Facebook career pages and Twitter feeds/notifications even though the percentage of candidates who said they used these channels for job searches is in the single digits (5% for Facebook; 2% for Twitter). It seems candidates’ use of social media in job hunting is a moving target that’s difficult for employers to match.
These are just a few of the many valuable insights to be gleaned from the CandE report. The entire 2016 Talent Board North American Candidate Experience (CandE) Benchmark Research Report can be downloaded free.
Watch for more highlights related to candidates (Part II) and Technology (Part III) in this blog series within the next few days.