This content was taken from our latest eBook: ‘The Future of Work: Insights from our global Engagement 101 Influencers’. To download the eBook in full. simply click here.

Kevin Grossman

President & Board Member

Talent Board HR

What’s more critical than ever in creating a higher level of perceived fairness in the hiring process and receiving higher positive candidate ratings is to sustain communication and feedback loops with your external as well as internal candidates. Communication and feedback are key competitive differentiators in recruiting and a better candidate experience via our Talent Board Candidate Experience benchmark research we deliver annually. For example, of the 41% who had applied 2+ months ago in North America in 2019, 27% were still waiting for a response, significantly lower than in previous years, which is a good thing, but resentment goes up 20% – which means candidates won’t apply again, refer others or buy stuff if and when applicable for consumer-based companies.

However, those candidates who were asked for feedback on the application experience alone are 57% more likely to increase their relationship – apply again, refer others and buy stuff. Our annual benchmark research also shows that those companies with the highest positive candidate ratings – our candidate experience award winners – have 15 per cent higher ratings than all other participating companies pre-application to screening and interviewing, which is where we see the greatest competitive difference in the entire recruiting process. Investing in more front-end communication and feedback loops in 2020 can definitely provide dividends and a more positive impact on the business bottom line.

Deadline for the UK & European Awards is October 9, 2019 – Enter here.

This content was taken from our latest eBook: ‘The Future of Work: Insights from our global Engagement 101 Influencers’. To download the eBook in full. simply click here.