Your Candidate Experience is Costing You Great Hires
June 21st, 2018 by Cassie Fisher
Competition for top talent is fierce, and with the abundant resources and information available to candidates online (think Glassdoor, LinkedIn, etc), companies must carefully craft their talent acquisition strategies to involve an overall “candidate experience”. Competition for top talent is fierce, and with the abundant resources and information available to candidates online (think Glassdoor, LinkedIn, etc), companies must carefully craft their talent acquisition strategies to involve an overall “candidate experience”.
“People who are satisfied with their candidate experiences are 38 percent more likely to accept a job offer” (IBM, The Far-Reaching Impact of Candidate Experience, 2017)
” 82 percent of hiring managers say they view the candidate experience as very or extremely important” (CareerBuilder, Candidate Experience from End-to-End, 2017)
Most importantly, 2 out of the top 5 sought out pieces of information for job seekers when researching job/interview prospects can, and should be, included as part of the candidate experience:
Top 5 pieces of information job seekers want employers to provide:
- Details on compensation packages
- Details on benefits packages
- Basic company information
- Details on what makes the company an attractive place to work
- Company mission, vision and values
(Glassdoor U.S. Site Survey, January 2016)
So the question remains, how can a hiring manager make the best impression during the initial phases of the candidate experience? Here are two articles about interviewing tips/techniques that can result in a great candidate experience and a great hire.
As always, we’re here to assist you in crafting a top-notch candidate experience and can play a vital role in bringing you the top talent.
Candidates now routinely prepare and video their practice interviews to the point where their responses are universally impressive, if not genuine or accurate. So it’s time to rethink your interview questions with a focus on work-related questions that are harder to prepare for and to fake an answer to.
Finding the best person for an IT position requires more than just matching up skills with job requirements. These questions will help you determine how well a candidate can really meet your needs.
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