You won’t hire each individual candidate that comes through your pipeline, but having a strong candidate experience can be the difference between exceptional new hires or average one. The importance of the candidate experience has been heightened in the last few years, as the British labour market has remained hot, meaning that workers aren’t facing as stiff competition for jobs, and so can demand more. This ability to ask for more extends to the candidate experience - if yours is cumbersome, it can mean that applicants with the ability to choose may abandon it.
So how can you refine your process? Like in many areas, the answer lies in your data. With the right information, your talent acquisition department can discover what’s going wrong and correct it. In this article we’ll explore some ways in which you can use data to boost your candidate experience, and drive your talent attraction.
See which candidates are getting stuck in the pipeline
Not every candidate that’s in your pipeline is going to be a good fit for the specific position that they actually applied for, or were initially recruited for. One indicator for this might be if they’ve been in the pipeline for too long - something that data can help you determine. If it’s taking too long you might not have long to intervene before it leaves a mark - for 54% of candidates, a negative candidate experience will have an impact on whether they accept a job offer or not.
If that’s the case, you can choose to communicate with them and perhaps direct them towards a position that they’re more suited to, or else notify them as to why their application is taking longer than usual.
Find out how long each stage is taking
The candidate experience is normally split into six distinct stages. This goes from the general awareness of your business, to actively considering it and putting their own research into it, until they’ve got a real interest. After these three stages, the application begins when they take the step of submitting their CV. Next, if they make it this far, they’ll be selected, either for further testing or for an interview. Only at the sixth and final stage might they actually be hired and join your business.
With data, your business can check each stage in the process - including if you have a multi-stage application process - and see where candidates are slowing down. If it’s the case that candidates aren’t moving from the interest stage to the application stage, it might be time to use social media to inject more personality into your company’s online brand on Instagram or TikTok. If the interview stage is taking too long, that could have negative consequences beyond that individual - 72% of job seekers will share a bad candidate experience online.
Distinguish between difference applicant sources
When you spend your company’s hard earned money on talent attraction, you want to know which sources are driving recruitment so that you can optimise your spending. Data can let you look inside your recruitment pipeline and see where applicants are coming from, and crucially which sources are resulting in the most successful hires.
This doesn’t stop once candidates have been hired - you can even trace high performing employees back to their original sources, so that you can tailor your candidate experience towards the sources which are producing the best workers. If you want greater insight into your candidate experience, then inploi’s Analyse module could be just what your business has been looking for. We’ll give your business end-to-end candidate journey tracking with insights that you can put to use, and analytics aggregated and made comprehensible.
To determine which sources are providing you with the best candidates, or what precisely your conversion rates are, Analyse will provide you with the statistics you need to make important investment decisions and optimise your recruitment spending. If you want to learn more about Analyse, check it out here. And for more crucial information about the world of recruiting, be sure to keep up with inploi’s community page, where articles are posted on a weekly basis.