Your candidates will experience countless hiring processes throughout their job search. From the time they search for jobs, to the application and interview processes, to any offers they may receive, every candidate will participate in something unique. And, depending on what the candidate experiences during that process, it will have an influence on whether or not a candidate takes a job they’re offered.
4 Essential Areas of Improvement from Candidate Experience Measurement
Being able to effectively measure the candidate experience can have many different business impacts on your organization – even if only 51% of organizations understand the connection between talent strategies and business strategies. However, before your organization joins the 51% of organizations that are taking advantage of that connection, you must first understand where some of the potential benefits come from. According to Undercover Recruiter, there are four business-critical areas to evaluate.
- Employer Brand Improvement: This was the most-cited reason recruiters were focusing on the candidate experience, according to the Undercover Recruiter, coming in at 27%. Your company’s brand is important, as it can influence what candidates will hear about you from their peers, what they’ll read about you through various resources, and ultimately influence whether or not they want to apply to your organization. Measuring how your candidates evaluate their hiring experience and using that data to help improve the process will make a better candidate journey for future candidates – as well as keep your brand positive.
- Reducing Bad Hiring Decision Costs: The average customer contact bad hire will cost an organization at least $4,500, and that’s not including any hidden costs that comes with continuous bad hiring or other areas that bad hires might influence. However, you can help reduce the risk of bad hires by learning about the experiences your candidates go through.
- Improving Hiring Times: The time it takes to bring a candidate in as an employee of the company is currently higher than average, but that doesn’t mean that the process needs to be unnecessarily long. Make sure that you’re hiring candidates in the right amount of time – not so long that it’s costing you money by having vacancies, and not so rushed that it results in potential risky hires. Understand the experience, find areas that you can improve in the time it takes, and work towards making those improvements.
- Increasing the Quality-of-Hire: Everyone is looking for the best talent, but is the best talent looking for you? If you have worked out the other three areas above, then improve the probability that top candidates will seek your organization out – which is why you need to be prepared when they do. Measuring this can help improve the quality of the candidates you find by making sure that candidates have a chance to show their enthusiasm, energy, and most importantly qualifications – without getting drowned out by the rest of the applicant pool.
Getting the Most out of Measuring Candidate Experiences
Being able to measure the experience of your candidates is no small feat, but being able to do so drives opportunities and business benefits that makes things easier for your candidates and improves the quality of the employees you bring on, not to mention saving you money and reducing costs. The best place to start measuring is right in the hiring process itself. Using hiring assessments are a powerful resource in this - not only do they provide quality data you can refer back to and analyze, they can also provide accurate statistics that you can refer back to with other information. For example, if you're hearing feedback that candidates were losing focus during the hiring process and you see that one assessment was taking longer to complete than the others, you can make adjustments to that section to reduce test taking time and improve the experience. The result of this would be improvement to your employer brand (candidates would leave positive feedback about how smooth their process was), and increase the quality of your hired candidates, more candidates complete the process increasing your ability to be more selective).
For more information be sure to contact us today, or download our e-book below on talent acquisition commandments that every mass hiring team should live by.