Recruiting employees in the supply chain sector has become a challenge in a market where the number of job offers is greater than that of candidates1. The need to differentiate yourself from the competition has become stronger.
But have you measured the quality of your candidates’ experience?
“Candidate experience” is the term that summarizes candidates’ overall perception of your recruitment process. On average 60% of your candidates perceive this experience as bad2. And they don't hesitate to say it since 72% of them complain about it online or in person3. This has a direct impact on your employer brand and your turnover.4.
In a sector under pressure, not being able to reactivate candidates who have previously applied is a competitive disadvantage.
What are the three reasons why your candidates complain?
- Three-quarters of candidates do not receive responses from employers once they have applied5. This lack of communication creates frustration and demotivates candidates who will have the opportunity to reapply later.
- 60% of candidates leave the recruitment process because they find it too long or too complicated6. They need you to clarify and simplify the entire experience.
- 83% of candidates say that a bad interview can permanently change their opinion of your company7. Don't forget to take care of your interviews accordingly.
The 5 keys to improving your candidate experience.
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Raise awareness among your employees and colleagues about the costs of a poor candidate experience
Inform each employee involved in recruitment of the impact of a bad experience:
- 59% of candidates would tell those around them not to apply
- 42% would go so far as not to purchase the company's products or services.
Conversely, a good experience for the candidate can also have a strong impact. When they have had a positive experience, almost all job seekers, even those who are not taken, say they would be more likely to accept a job offer or apply again to that company even those who are not taken.
Better yet, 88% say they would be more likely to recommend their peers to apply while 71% would be more likely to purchase the company's products or services.
Even if a candidate doesn't get the job, they can still have a positive impact on your company if they have a good experience and may encourage others to apply and start promoting the job. image and products of your company.
Each recruiter is thus an ambassador of the employer brand but also of the commercial brand.
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Clearly define what you want and what you offer
Don't forget to indicate in detail what you want in your job offers. When job seekers were asked the reasons for their dissatisfaction, two causes emerged:
- The offers had no salary indication
- The offers lacked details on the position's missions
It benefits both candidates and recruiters to present as much information as possible in an offer. This way, job seekers will know immediately if the job is what they are looking for and they won't waste recruiters' time.
In addition to the basics (company name, job title, and location), all online job postings should include the following:
- Start period
- Wage scale
- Required and recommended skills and experience
- A general description of what the day-to-day job entails
- A summary presentation of the recruitment process
Regardless of the details, include contact information for a real person in the list to answer questions candidates might have.
51 % of job seekers say that having the contact details of a real person would have a positive influence on their application experience.
We also recommend building a ScoreCard for each recruitment.
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Using technology to improve communication
Another trend that is emerging: recruiters must communicate more with candidates. Candidates often have the impression that recruiters do not view their applications and that they are “left behind”.
A miracle solution to correct this impression is to automate communications at different stages of the recruitment process. The majority of job seekers say that receiving notification of receipt of an application or a message that they were not selected had a positive influence on their application experience.
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Shorten your recruitment process
It is natural to ask for as much information as possible from the start of the process and then administer personality, soft skills or psychometric tests, but you must keep in mind that this impacts your candidate experience.
“55% of job seekers say that a process that is too long contributes to a negative experience for candidates.“
The more the candidate is solicited, the more he will move towards simplicity and speed. In a tense market where candidates such as truck drivers are fewer than the number of positions, we recommend reducing the process as much as possible to make it attractive.
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Investing in the candidate experience as a differentiator in the market
The “candidate experience” problem is quite widespread with nearly six in ten job seekers saying they have had a bad experience in the past when applying for a job online.
Why is this problem so widespread?
- Recruiters lack information and data on the candidate's expectations.
- They do not have the time to process all requests in a qualitative manner, so the “candidate experience” seems more the prerogative of very profitable companies.
- They do not have the budget to equip themselves with efficient tools such as an ATS (Applicant Tracking System).
However, investing in the experience of your candidates can become a strategic differentiator since it will have an impact on the quality of your recruitments and on the resonance of your employer and commercial brand.
Yuri, the first virtual headhunter.
In fact, it is impossible for you to communicate with all candidates 7 days a week, 24 hours a day, you risk only doing community management and never recruiting candidates. And outsourcing recruitment is too expensive today.
This is why our company YURISE has developped yuri, a virtual headhunter supervised by human recruiters to guarantee quality of service while reducing outsourcing costs.
Yuri hunts candidates on social networks using algorithms. It qualifies them with online skills tests. He communicates with them on Whatsapp throughout the process to keep them “active”. If your job offer 90% matches the candidate's search criteria, they will put you in touch.
With 97% open rates for messages sent, we greatly improve the candidate recruiting experience.
When they end up applying to you, the validation process is shortened and more qualitative, leaving the candidate with an excellent image of your company.
Notes
- http://www.perseus-web.fr/nar6/uploads/es-30-portrait-metiers-transport-logistique30547.pdf
- http://www.careerarc.com/blog/2016/06/candidate-experience-study-infographic/
- http://web.careerarc.com/candidate-experience-study.html
- http://www.careerarc.com/blog/2017/04/future-of-recruiting-study-infographic/
- https://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=2%2F20%2F2013&id=pr740&ed=12%2F31%2F2013
- https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/study-most-job-seekers-abandon-online-job-applications.aspx
- https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/global-talent-trends-report.pdf
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