Your staffing agency’s overall success can be impacted by the effectiveness of your candidate experience. When you take a look at some of the latest statistics about how a poor candidate experience affects your business progress, everything is put in perspective. A particularly significant statistic, for instance, is that 58 percent of candidates would not apply to a hiring organization again in the future if they’ve had a prior negative experience with them.
Since a staffing agency’s candidates are its lifeblood, you cannot afford to make a bad first impression with them. Despite the fact that sourcing candidates is the primary responsibility of your recruiters, it takes your whole team’s efforts to ensure every part of the candidate experience is a great one.
If you want to know more about why building a great candidate experience is important, keep reading.
The Candidate Experience Is Integral to Your Brand
How you treat your candidates throughout the hiring process determines how well those candidates perceive your staffing agency.
One recent survey stated that out of the 826 candidates asked, 72 percent of them who found their candidate experience lacking shared their experience online or with someone directly. These days, there are many sites like LinkedIn, Glassdoor, and PayScale where candidates can go to rate your staffing agency.
Your agency’s brand is key to your hiring strategy because most candidates (and clients) are attracted to organizations that have values that align with their own. So, in addition to implementing an effective online marketing strategy, you should seek to optimize your candidate experience as well.
Areas for Improvement
Chief among candidates’ concerns during the recruitment process are the length of the hiring process and communication. That 72 percent of dissatisfied candidates cited above? One of the main reasons for their dissatisfaction stemmed from spending hours on the application process, only to get lost in the shuffle of hundreds of applications submitted. The other driving factor for their negative responses to the candidate experience was never receiving any notice regarding whether their applications were reviewed.
Your staffing agency must review how well it’s managing its applicant data. Agencies these days are often dealing with an exponential amount of data on candidates, current and long-time clients, compliance, payroll, etc. If you find that your recruiters are spending less time on their core responsibilities because of double-duty to wrangle paperwork, something needs to change and fast.
In other words, when you can save more time per week on admin tasks, your agency’s front-end staff will have a much better chance to engage with promising candidates in an efficient and authentic way.
Achieving a Rewarding Experience
When you take the time to streamline and improve the overall quality of your candidate experience, you’ll notice a significant increase in candidate engagement with your brand. According to some curated statistics by Monster, 62 percent of candidates would apply to the organization again and increase their relationship with the organization’s products and networks if they had a great candidate experience. As well, 78 percent of those happy candidates would refer others to the organization.
Clearly, there’s much to be gained by ensuring your candidate experience is exceptional. Having niche market expertise that’s second to none and a trustworthy client base isn’t worth a whole lot to your staffing agency if you cannot source enough candidates with your current candidate experience. Your business only continues to grow if you can improve your brand and generate an engaged and satisfied talent pipeline.
So, take the time to ensure you have a great candidate experience.