The Candidate Experience Report
Today’s available jobs are outpacing the number of active job seekers in the market, according to recent unemployment reports, making it a competitive job market for employers.
If companies do not put time and care into the candidate experience they are providing they will not only lose out on best-fit talent, but they will also hurt their company’s reputation and ultimately the bottom line.
In this report, we explore the experience people go through as they search, apply and interview for jobs and how the quality of that experience is affecting employers.
Why Candidate Experience Matters
For a long time now, American employers have had the upper hand in the hiring process with an abundance of job candidates, leaving little incentive to assess their hiring processes. However, with unemployment numbers coming in at the lowest rate since December of 2000, employers are now scrambling to fill positions as they begin to grasp the impact that a candidate’s interviewing and hiring experience can have on other aspects of their business.
Recruiting practices are an extension of the corporate brand — and candidates who believe they have had a negative overall experience say they will take their product purchases and relationship somewhere else. In fact, according to a report by Talent Board, 74 percent of candidates say they will increase their employer relationships based on the very positive job seeker experiences they’ve had, meaning they’ll apply again, refer others and make purchases when applicable.
When searching and applying for a job, candidates expect the same ease of use and functionality they see in the apps and websites they already use every day.
If an application process is difficult or frustrating, employers could damage their reputation and even miss out on candidates altogether. More than two-thirds (67 percent) of employed American adults agree that the application, interview or offer process would make or break their decision on whether to take a job.
It’s no longer a one-way street. Job candidates see the interview and hiring process as their chance to size up the employers. Those early impressions count — a lot. An overwhelming majority (95 percent) agree that the way a potential employer treats them as a candidate is a reflection of how they would treat them as an employee.
Today’s Candidates Turn to Google for Just About Everything – Including Jobs
Nearly 7-in-10 people use Google as part of their typical process to search for open jobs and research potential employers. More specifically, 83 percent of millennials use Google during their job search, and Gen-Xers (68 percent) are taking advantage of the popular search engine more readily than boomers (53 percent).
Removing the Middlemen
Even though the majority of job seekers turn to Google to assist with their job search, prior to entering the recruiting space, Google essentially turned all their candidate traffic over to third-party sites like Monster, CareerBuilder, Indeed, LinkedIn, Glassdoor and more. Job boards and aggregators would charge employers to search through their candidate databases and sold this information to other companies, with somewhat of a disregard for candidates’ data privacy rights.
With Google for Jobs entering the recruitment advertising space, candidates can now find jobs directly through Google’s AI/machine learning engines, rather than being sifted through a middlemen community of job boards and job aggregators.
iCIMS recently partnered with Google for the introduction of an improved search experience that helps candidates find jobs more quickly and efficiently. With this new wave of recruiting technology, jobs are now more easily identified on Google by job seekers who can refine their search with specific criteria from within the search engine. This collaboration across the job-matching ecosystem ensures Google Search can detect and display available jobs as soon as they’re posted to a company’s online career site.
This vastly improves the candidate experience and is a game changer from a recruitment advertising cost perspective.
Job Seekers Are Frustrated by Weak Technology
Some job candidates are eliminating potential employers before the hiring process begins because of a frustrating online application process. This makes it even more imperative for employers to make the hiring process as positive and easy experience as possible.
Nearly three-in-five (59 percent) job candidates have abandoned an online application specifically because there were issues or bugs with the website.
To learn more about how employers find candidates today, gain insights into the application and interview experience, and the cost of a poor post-hire experience, read our full report below.