28 Recruiting Statistics on the Candidate Experience

We dwell in an experience-driven world. Corporations spend important time and assets to enhance the client expertise, worker expertise, and product person expertise. In recruiting, it’s all concerning the candidate expertise. 

Because the entrance door to a deep relationship along with your group, bettering the candidate’s expertise is an ongoing problem within the face of evolving candidate expectations and recruitment know-how. 

Simply what does the information inform us about why we have to hold our concentrate on a stellar candidate expertise? We gathered these latest statistics within the e book New Necessities of the Candidate Expertise: Methods to Create Candidate-Centric Experiences from Attraction to Onboarding to light up present tendencies.

Recruiting statistics on why the candidate expertise issues

In as we speak’s expertise scarcity, employers must do greater than ever earlier than to search out the best expertise–and hold them engaged via the hiring course of as soon as they discover them.

• 77% of employers globally report issue discovering the expert expertise they want, versus 35% a decade earlier.
• 72% of candidates say the smoothness of an interview course of would have an effect on their ultimate resolution on whether or not or to not take the job.

Individuals have turn into accustomed to constructive experiences–in person design, in customer support–the listing goes on. Corporations are investing extra in expertise attraction and employer branding to deal with the competitors for expertise. Briefly, the sport has modified. Candidates need a peek inside your organization–they usually wish to know that it has a mission that excites them.

• 64% of worldwide expertise professionals predict that the way forward for recruiting will probably be extra favorable to candidates and workers (versus employers) over the subsequent 5 years.
• 60% of the identical group of expertise leaders say their firm will make investments extra in employer branding. 
• 77% of worldwide employees really feel an organization’s values and function (together with sustainability, range, and transparency) are vital when choosing an employer.

Delivering on the promise of employer branding 

Investing in employer branding is barely worthwhile if your organization can ship on the expertise depicted within the branding supplies. One way or the other, this message isn’t at all times getting throughout, in line with the Expertise Board, which surveys greater than 200,000 candidates annually.

• Greater than two-thirds of candidates see a chance for a greater expertise after they apply to roles.  
• Candidates who’ve unfavourable experiences are 185% much less more likely to be prepared to refer different job seekers to your organization.
• The chart above reveals that the proportion of candidates reporting a poor expertise has grown in North America during the last decade, from 10% in 2013 to 12% in 2023. Whereas it might seem to be a small share, it represents hundreds of thousands of people that achieve a unfavourable impression of firm manufacturers. 

A greater utility expertise improves recruiting outcomes

The appliance expertise, which must be easy and seamless, is the primary place the place slick employer branding can disintegrate. Login necessities, clunky varieties, and difficultly finishing the applying on cellular are surprisingly widespread. 

• Analysis reveals that the candidate drop-off fee for individuals who click on “Apply” however by no means full an utility is a whopping 92%.
• 34% of candidates in 2022 reported not listening to again from employers two months after they utilized.
• Solely 58% of candidates say they obtained an automatic “thanks” message after finishing an utility.

Enhancing the applying expertise is a robust option to entice extra expertise. With SmartReecruiters, KinCare decreased its time to finish functions to 3-5 minutes from 17 minutes.

• For KinCare, a streamlined utility course of resulted in a 60% lower in candidate drop-off and helped herald higher-quality candidates. 

A greater interview expertise nets higher hires

Issue scheduling interviews, lengthy wait instances between interviews, and unprepared interviewers are only a few of the issues candidates encounter. Guess what? They don’t prefer it–they usually might settle for one other provide earlier than your hiring supervisor decides to maneuver a candidate ahead.

• In accordance with the Expertise Board, two of the highest three causes candidates all over the world withdraw from the method are “My time was disrespected through the interview course of” and “The recruiting course of took too lengthy.”
• 54% of candidates have deserted a recruitment course of because of poor communication from the recruiter/employer.
• 62% of candidates would favor an automatic system that manages the interview course of effectively relatively than prolonged back-and-forth communication.

Structuring the hiring course of is confirmed to helps corporations rent candidates who usually tend to turn into long-term workers. 

• After revamping their general hiring course of and implementing structured interviews, Colliers EMEA reported a 25% improve in first-year new rent retention.
• Automated hiring workflows for 30 totally different position sorts and improved hiring workforce collaboration contributed to a 30% enchancment in six-month new rent retention at Catholic Healthcare. 

Structured onboarding fuels retention

A well-organized onboarding course of contributes to constructive worker engagement – and might contribute to long-term employment. Surprisingly, a good portion of corporations do not need a system to handle onboarding.

• 77% of latest hires with excessive onboarding satisfaction mentioned they may see themselves having a protracted profession at their group, in comparison with simply 29% of these with low onboarding satisfaction.
• 42% of corporations do not need a devoted onboarding resolution.

The place the worker expertise meets the candidate expertise

In a expertise scarcity, filling roles internally turns into more and more vital. A method to facilitate inner mobility and improve referrals is a robust approach to enhance retention and strengthen the employer model.

• 75% of recruiting execs say inner recruiting will probably be an vital issue shaping expertise acquisition over the subsequent 5 years.
• Workers at corporations with excessive inner mobility keep 60% longer. 
• Simply 25% of corporations are assured with their inner mobility methods.
• 77% of corporations have misplaced expertise because of the lack of profession growth alternatives.

It doesn’t take lengthy to make an impression with inner mobility and referrals. 

• Three months after CityFibre carried out the SmartRecruiters Worker Portal, a couple of in 5 hires (21%) got here from workers, and almost as many (19%) got here from referrals. As well as, greater than 10% of workers signed up for job alerts.

Measuring the candidate expertise helps you enhance it

It must be no shock that once you deal with folks properly, they’re extra prepared to say one thing good about you–even when they didn’t get the job they needed. When corporations acquire candidate suggestions, they’re collaborating in a cycle of goodwill by asking how they will do higher.

• Candidates making use of to corporations with the very best candidate expertise rankings have almost a 20% greater willingness to refer score than corporations with a median or poor candidate expertise.
• Candidates who had been invited to offer suggestions after the interview had been 65% extra more likely to refer others.

Candidate surveys are the commonest strategy to capturing suggestions.

• The typical response fee to candidate surveys is 28%. Those that are employed have the very best response fee, at 54%.
• 20% of corporations survey candidates at each stage.

The subsequent step: Enhance the candidate expertise

Statistics by themselves do nothing besides level to the adjustments it’s worthwhile to make. For those who’re having to determine which adjustments to make and how one can make these adjustments, we wrote an e book that may assist. It’s referred to as New Necessities of the Candidate Expertise: Methods to Create Candidate-Centric Experiences from Attraction to Onboarding. 

Get began by downloading it as we speak.