Candidate experience is the top priority for TA leaders this year, but with all of the competing priorities you deal with, how are you really measuring up against modern candidates’ expectations? Take this quick quiz to test your Candidate Experience IQ.
When you think about the fact that 35% of the U.S. workforce is under age 35, it’s no surprise that technology has a large influence on candidates’ preferences for interacting with your TA team. The question is, have you integrated innovative technologies like on-demand text, automated scheduling and virtual recruiting assistants into your workflow? Is your hiring experience candidate-centric? If so, give yourself high marks here.
Nearly half (47%) of candidates turn down a job offer because they’ve already accepted another. This should tell you that a slow or outdated hiring process that takes weeks or even months is a high-risk situation for your company. Candidates won’t wait long for you to make a job offer, and with the reality of the current job market, they don’t need to. Some companies are going to a one-day hiring process to try to gain the advantage in the race for talent. While that may be on the extreme end of the spectrum, it is common practice now for TA teams to fill positions in hours, not days, with AI-enabled interviewing platforms. High marks here if you’ve found ways to cut time out of your hiring cycle this year.
CandE Award-winning organizations make communication a priority because they know it improves the hiring experience. They prepare candidates by letting them know who they will meet in interviews and what to expect; they follow up after screening and interviews; they let candidates know next steps; they provide feedback. All of these steps make the process more transparent and let candidates know they are valued and respected, even if they are not hired.
Candidates are more comfortable with AI technologies when they are used to automate or handle administrative and lower-level recruiting tasks. They’ve had some experience with it: More than 33% of companies are currently using AI for selecting, interviewing and onboarding. Candidates are very clear in their preferences about specific AI technologies, too – just 6% of candidates report being comfortable with an evaluation that uses facial recognition technology.
Of candidates who report having experienced discrimination in hiring, 56% say AI may be less biased than human recruiters. That’s worth noting if you’re looking for ways to reduce bias in hiring and improve candidates’ impressions of your process and organization.
More than 8 in 10 active job seekers (83%) believe the experience they have when interviewing for a job “matters a lot” in their decision about where to work. Organizations that continue to invest in their interview experience with modern technology and through strategies like interviewer training and consistent employer branding are on the right track.
So what is your candidate experience IQ?
Hopefully, your thinking is aligned with modern candidates. If you noticed room for improvement though, you can expand your knowledge with our newest whitepaper State of AI in Talent Acquisition. Download it free to learn more about modern technologies organizations are using to adapt to the preferences of today’s candidates.