Employees keen to get a head start in their new career can find that drawn-out processes and bad interview experiences actually damage work relationships before they begin.
 
Getting recruitment right is not straightforward and blueskies candidate feedback has found that poor processes are increasingly eroding trust in organisations right from the start of the relationship.

As a line manager, it’s a heavy responsibility to recruit the right person for the job. But getting it right means a boost for your effectiveness as a manager, for your team and for the company. It’s also good for the person you hire and is the first powerful step towards retaining top talent.
A bad advert, a slow and convoluted process, poor communication and delayed decisions are all examples drawn from the 2019 survey, that are damaging recruitment success rates. It means candidates draw their own conclusions as to what is happening behind the scenes, affecting their confidence in the process and respect for hiring managers. This doesn’t just impact whether you find the right person, because most candidates share their experiences, it impacts your brand’s reputation.

“Every application should receive a proper response. I cannot get over the silence…”

Regardless of whether they get a job offer, applicants who are satisfied with their experience are more than twice as likely to recommend that company to others, than those who are not. (IBM: The far-reaching impact of candidate experience)

The early stages of the process are just as important as the final decision. Candidates especially get frustrated with poor communication, feeling their effort isn’t appreciated. 

 “Companies waiting 2-3 weeks before giving a decision or not getting back to you at all.”

Regardless of whether they get a job offer, applicants who are satisfied with their experience are more than twice as likely to recommend that company to others, than those who are not. (IBM: The far-reaching impact of candidate experience)

The early stages of the process are just as important as the final decision. Candidates especially get frustrated with poor communication, feeling their effort isn’t appreciated.

The CIPD blames high turnover on “poor recruitment and selection decisions, both on the part of the employee and employer” and so there is a lot of pressure to get recruitment right first time. Employers are increasingly afraid of making the wrong choice, which ironically leads to the drawn-out processes, changing briefs, crowded interview rooms etc that can put off the best talent.
  • 38% of candidates are more likely to accept a job offer when they’ve enjoyed the process. (IBM)
  • 58% of candidates who had a negative experience would not apply again in the future. (IBM)
Your blueskies consultant has a wealth of information on how to provide an excellent candidate experience so don't hesitate to get in contact. 

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