Much of the emphasis in recruiting is rightly placed on finding the best candidates. Considerably less thought is given to what it’s actually like applying for a job at your company. This disconnect is talked about in recruiting circles as “candidate experience” and all too often it’s not great.
There are compelling reasons for fixing this and they stretch beyond good manners. Firstly the majority of unhappy candidates won’t try again once they’ve had a bad experience. A significant minority of them tell their friends to not bother either.
Every hiring process turns up near misses. And no sensible company can afford to lose these talented people from their pool of potential future hires.
75 percent of candidates never hear back from a company after sending in an application
60 percent of candidates say they’ve gone for interviews and never heard back from the company
42 percent of disgruntled candidates will not apply for a position at the company again.
22 percent will tell others not to apply to the company and nine percent will ask others to boycott products
The commodity that’s too often missing is respect for the applicants’ time. There is a strong link between time-to-respond to an application and the final outcome. The overwhelming majority of candidates who end up accepting interviews and jobs are those who had a response from the employer within two days of applying. We call it The Two Day Rule.
Employers who respond to incoming applications quickly, tend to be the same ones who swiftly schedule interviews, gather feedback and move through the hiring process in a timely fashion. Being disciplined and responsive from the get go is a habit that sets the tone for the entire process.
Don’t forget our Two-Day Rule
Get it right and as well as today’s hire you have begun a relationship with tomorrow’s talent. Burn bridges and your candidates’ frustration will contaminate your employer brand. With the likes of Glassdoor, Vault and CareerLeak it’s never been easier to research a company’s reputation.