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Writer's pictureKatherine Diaz

The impact of the candidate's experience on the recruitment process

Updated: Jun 21, 2022

At the beginning of 2022, there were 11 million vacant jobs in the United States, but only 6.5 million unemployed to fill them, according to an analysis by the American firm EMSI, specializing in data on the labor market.



People who are not looking for work are not considered unemployed, but they could well supply such a demand. The challenge is to attract talented and committed candidates to each other.


How to achieve it? In interviews with clients, colleagues and candidates evaluated by HR Remarkable Talent, one issue is consistently highlighted: experience during the recruitment process. How candidates are treated, and what they are offered for their knowledge, experience, commitment and work, is crucial to attract and retain them.


Faced with the challenges of today's labor market, it is important that we begin to promote different reflections. I share with you six key questions to define actions that allow us to attract the attention of the candidates we need in our recruitment processes:

  • Do you know what motivates candidates to choose one offer over others?

  • Do you communicate your messages according to the motivations of the generation you want to attract?

  • Do you recognize that candidates are more attentive and compare benefits between one employer and another?

  • Do you analyze your competition to make your compensation and benefits offer more attractive?

  • Do you encourage them to become promoters of your company or brand?

  • Is your recruitment process being agile, simple and transparent enough, tempered to the need for today's job market so as not to lose talented candidates along the way?

The positive experience of candidates during the recruitment process is essential to attract and retain the candidates we need. According to a study conducted by the Talent Board's 2021 "Candidate Experience Benchmark Research Report", there are three main reasons why candidates leave the recruitment processes voluntarily:

  1. Candidates' time is not respected, especially in interviews.

  2. The recruitment process is very long.

  3. The salary does not meet your expectations.

On the other hand, the reasons for not looking for work vary: there are those who have savings to live on, health concerns, are in the care of others, and so on. To stimulate candidates, companies are being more transparent than ever regarding salaries, benefits and incentives. The EMSI Burning Glass 2022 "Talent Playbook" states that job ads detailing signing bonuses are three times more common than in 2016.



In order for potential employees to have confidence in an organization, employers must make it clear what they need, what they offer in return, and facilitate the application and recruitment process. When the candidates' experience in the recruitment process is positive and of value, it becomes an opportunity to attract them and get them to commit.


This reality requires working on talent management in a more strategic and structured way, considering the reality of today's labor market, including the interests and motivations of the talents we want to retain and attract.


The author is an expert in human resources, recruitment and talent management, founder of HR Remarkable Talent and member of SHRM-Puerto Rico.

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