More than half of companies say they respond to less than half of the candidates that apply, according to a recent study conducted by CareerBuilder. The various reasons range from not feeling the need to respond to all candidates to not having enough time.  While these seem like reasonable answers, what recruiters don’t know is that it could be hurting their company.

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Last year, only 27% of candidates said that the company they interviewed with gave them an explanation of why they didn’t get the job.  The impact a poor candidate experience could have, though, could be detrimental to your business.  Here’s why:

  • A recent story on LinkedIn states that the average job posting gets 200+ applicants. The average recruiter usually only submits 3-6 of those applications to the hiring manager for his or her review. This means that 98% of the candidates don’t even get past the recruiter, leaving them wondering what happened with that job.  If you multiply the number of rejected candidates by the number of job postings a year, your number of people who didn’t have a good candidate experience will grow exponentially, and will potentially deter those candidates from ever applying again.
  • 69% of job seekers are less likely to buy a product from a company they had a bad experience with through the interview process, according to CareerBuilder.  65% are less likely to buy from a company they didn’t hear back from after an interview, and 58% are less likely to buy from a company they didn’t hear back from at all. Additionally, if a job seeker receives a low offer letter from a company, they are 45% less likely to buy from that company.  Making a negative impression will hurt your brand significantly.
  • On the other end, if you leave a positive impression, it will help your brand’s consumer image.  69% of job seekers claimed that they would purchase products or services from a company that treated them respectfully through the interview process and 67% are more likely to buy from a company that offers consistent updates throughout the interview process.
  • It is important to understand that most applicants are often times customers of your  business, according to Lars Schmidt of Open Source HR, who says “How companies deal with the delicate topic of reject says a lot about their character.”
  • Active applicants talk to passive candidates.  The way you treat your candidates will define your company’s employment brand to future candidates as well.  It would be unfortunate if the perfect candidate didn’t apply to a job you posted because their colleague let them know about your careless attitude in communicating with candidates.

Candidates that don’t receive a job, while let down, still appreciate the closure of knowing that they weren’t the top choice for the position.  Offering them helpful advice for their future job search will earn you trust and respect.  According to Career HMO, every rejection strategy should include the following:

  1. Be upfront in the job description about the volume of applicants.
  2. Be clear about whether they should apply to other roles now, and in the future.
  3. Find some company-approved resources to help them with their job search.

When candidates understand the odds, they won’t  wonder as much why you didn’t have time to contact them.  Even an auto-generated response is better than no response at all.  If you don’t keep applications on file for future positions, you will want to tell candidates to re-apply.  Additionally, offering insight and tools for how they can be better prepared next time they apply with your company will most definitely help you to stand out.

A good candidate experience isn’t something that’s nice to have any more, it can not only define your company’s brand as a whole, but your employment brand as well.  Successful candidate communication isn’t something you can afford to let go.

WittyParrot can help HR professionals and recruiters automate and personalize candidate outreach to build the talent pipeline. To know more watch the video below

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