Maximize the Candidate Experience…the Numbers Add Up!

By Posted in - Recruiting on October 24th, 2013 0 Comments

Think of the last time you applied for a job and did not get it. How did you feel about the interaction with the hiring company? How did they handle the process to apply? How were you treated during the courtship, and ultimately the turndown? Did you see yourself wanting to be a customer of that company after your experience as a candidate?

With an ever increasing number of people looking for work and a shrinking slate of open jobs the volume of applicants for open jobs has become almost overwhelming for most corporate recruiters.

Making matters worse, HR departments in many companies have been forced to reduce staff and budget as companies attempt to deal with severe margin pressure. This means recruiters who once carried 10 to 15 open positions at any one moment in time might now be struggling to manage 25 to 30, or more.

The unseen implication of this conundrum could very well become a serious erosion of positive candidate experience in your business…and that can cause serious erosion to your bottom line!

Hiring Statistics and HR Departments

Look at the statistics according to recent survey data:

  • Nearly half of all candidate “rejection” communication now comes via automated email.
  • Almost half of all applicants had little to no interaction with the company they were applying to prior to looking for a job there. Meaning their opinion of the company was not fully formed yet.
  • 25% of applicants said the experience of being a candidate has changed their view in a negative way about being a customer of that company.
  • 50% were either neutral or negative about referring other good people to the company after being a candidate themselves. 50%!

Those results are staggering and the implications around getting it wrong are obvious. With a growing number of unemployed people in the marketplace as well as those looking to change jobs (7.6 million people applied for 65,000 corporate and store level jobs at Starbucks last year) every interaction with a candidate is an opportunity to either promote a positive experience about your brand or, worst case, demonstrate an uncaring brand that turns candidates into consumers for the competition.

OMNIview Helps Candidates By Helping HR Managers

Being all about the quest for fit and maintaining great relationships with every candidate you interact with is how to win the war for talent AND market your brand in a powerful way.

Every touch point in the recruiting process is a test of the strength of your brand. Make your process to engage candidates the very best it can be.

OMNIview can show you how!

John Reynolds

About John Reynolds

John Reynolds is the CEO of OMNIview. A veteran of several large corporations where he held senior HR and Operations roles, he is excited to be a part of the OMNIview team! John enjoys all things outdoors ...
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