Last week, we published 10 Must-See Infographics for Employers Seeking Talent. One of those infographics, called Candidates Are Customers Too… How do You Treat Yours?, outlined the importance of the candidate experience and how it affects your company.
But, just in case you weren’t convinced, here are a few more reasons why a good candidate experience is vital to your company, whether for your branding or for your bottom line:
A bad candidate experience can affect your employment branding:
If the application process takes too long, you may be losing a significant amount of applicants. And in addition, surveys have shown the following:
- A HireRight survey showed that 75% of those surveyed factor in the look and feel of a job posting when making the decision to apply. On average, an applicant will spend 30 seconds looking a post.
- Data from Smashfly shows that 30% of potential applicants will leave the posting before the application process even begins, while another 30% will leave somewhere during the application process. Sure, you may be weeding out some bad applicants, but you can also be losing some top talent as well.
- Mystery Applicant showed that 52% of job applicants felt that they were not treated with respect during the hiring process.
The big takeaway from a poor application process? Only 37% of respondents would recommend your company to others for employment, and 34% of job candidates say that their experience during hiring, whether positive or negative, affected their decision to take the position.
A bad candidate experience can affect your company branding and affect your bottom line:
Here are some more stats about bad candidate experiences:
- 83% tell friends and family, and 64% tell social media. With a bad experience under their belt, and the desire to talk about it, a disgruntled candidate could easily hurt your company’s image.
- A study conducted by Talent Board, the organization responsible for The Candidate Experience Awards, found that out of all of the job applicants they surveyed, 8% of them would have enough resentment to negatively affect their relationship with the company as consumers.
The Wall Street Journal provides a great example of just how much your company can lose from prospective candidates alone. A candidate who has a bad experience and tries to change your company’s employment branding for worse is one thing–but those same types of candidates can actually affect your bottom line, too.
What all of this means is that when you’re seeking new talent, keeping the candidate (and their needs) in mind is vital.
By providing a good candidate experience, you can do a lot to improve your employment branding and bottom line. If you have any questions about how to use AIM Careerlink to enhance your candidate experience, let us know by connecting with us on Facebook or Twitter.