The candidate experience should form a key part of the recruitment and selection process because it is an opportunity to showcase the recruiter’s brand and customer service ethos. Poor handling of the candidate in the recruitment process can have an adverse effect on their experience and how they make that experience public.
Online platforms like Glassdoor contain very detailed feedback from employees on their experience with their employer, in addition it includes candidate’s experience of application processes and interviews. Recruiters and human resources should be monitoring these public posts because any potential candidate conducting their research on open roles they are considering will be checking these reviews. Glassdoor’s own statistics* suggest that after a bad candidate experience, 72% of job seekers report sharing their encounters online. This can severely diminish an organisation’s brand equity and prevent future applicants from considering them as employers. Glassdoor also suggest that up to 55% of job seekers report avoiding certain companies after reading negative reviews.
Employee reviews with statements about toxic environments and other HR related issues can be extremely damaging to a company’s brand especially when it comes to attracting potential talent. Similar adverse feedback regarding the way interviews are conducted along with lack of feedback and poor communication seem prevalent amongst the most negative feedback submissions. Recruiters and hiring managers should be monitoring these posts and creating a timely and appropriate response to them. Any reply needs to be well crafted with an apology where necessary or a fair explanation that may have led to the negative comment, at all costs avoid facetious replies that appear to come from an arrogant CEO.
As well as Glassdoor recruiters should also be monitoring any Reddit forum groups or Twitter feeds that relate to their company’s recruitment processes, good and bad. For other social media platforms where public comments are collected like Facebook, they can require approval before public posting and so can be controlled. Other public forums to monitor may include:
It’s not all bad news though, equally very positive public comments can be discovered and these can be used to enhance the recruitment process and brand equity.
Adverse comments in the public domain can affect an organisation’s ability to hire the right talent quickly as potential candidates are put off from applying. The result is prolonged hiring periods and more costly recruitment and selection for open roles. If a recruiting organisation does unfortunately have negative candidate comments in the public domain it can be very difficult to overcome, however one solution may be to use a tech hiring tool that enables candidate matching allowing the recruiter to go directly to the candidate rather than waiting for applicants to apply.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.
*Data courtesy of Glassdoor.