Candidate Experience Statistics

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Candidate Experience Statistics

Over the last decade, candidate experience (CX) has become a focal point in the recruitment process. With the increasing use of online review sites, social media, and job portals, candidates now have more opportunities to share their experiences than ever before. Negative candidate experience examples can spread like wildfire and significantly impact a company's reputation and ability to attract top talent- so companies are rightfully taking notice.

Why is Candidate Experience Important?

According to a study by TalentBoard, 82% of applicants surveyed said that they believed candidate experience in the recruitment process accurately replicated what they would experience working for the company. If you think about this, the implications are huge – an amazing candidate experience can make the difference between attracting A-players and leaving top talent feeling disappointed and disillusioned.

In today's highly competitive job market, where candidates have more options than ever before, providing a positive candidate experience is crucial for companies looking to hire the best of the best. With a shortage of skilled workers in many industries, it has become imperative for employers to not only attract top talent but also retain them. This is where candidate experience comes in.

Candidate Experience in the Recruitment Process

The recruitment process is often a candidate's first interaction with a company, and it sets the tone for their perception of the organization as a potential employer. Employers who prioritize creating a positive candidate experience (CX) can differentiate themselves from their competitors and stand out as the clear choice for top talent.

According to another study, this time done by CareerBuilder, 78% of candidates said that the overall candidate experience they received was an indication of how the company treats its employees. See where this is going? The impact that CX can have on an employer's brand and reputation is significant and cannot be ignored if you want to attract top talent.

Negative Candidate Experience Statistics

Unfortunately, not all companies prioritize creating a positive candidate experience at each step in the hiring process. In fact, many candidates say that they're often left with a negative impression of the company after going through their recruitment process. Here are some statistics that highlight the negative impact of a poor candidate experience:

  • CareerArc reported that 60% of candidates had a poor candidate experience.
  • 72% said they're likely to share those experiences publicly, online.
  • 54% of candidates have abandoned a recruitment process due to poor communication from the recruiter/employer (Criteria)
  • 70% of candidates believe a lack of communication is the biggest red flag in the hiring process (Greenhouse)
  • 81% of job seekers say continuous status updates would greatly improve their overall experience (Career Builder)

As you can see, people who have bad experiences are happy to share them with the world. One more reason these candidates' experience statistics should be taken very seriously.

Implementing Tools and Technology to Increase Candidate Experience Statistics

Technologies such as Digital Assistants, Interview Intelligence, Video Interview Platforms, and Candidate Relationship Management (CRM) Tools are revolutionizing the recruitment process. These tools can keep candidates engaged, give regular feedback, and help streamline the CX so that a candidate is never "left on read."

Best Candidate Experience Examples

In 2017 and 2018, candidate experience (CX) saw several pivotal changes, driven largely by evolving recruitment trends and a deeper understanding of the importance of improving candidate experience. Studies in improving candidate experience helped companies see direct correlations between their candidate experience and their ability to attract top talent. One notable trend that came out of this was the rapid adoption of candidate-friendly application processes. Streamlining applications made submitting a resume more user-friendly and significantly reduced the complexity of hiring. This shift toward making the application process easier for candidates is a major step forward in creating a positive candidate experience.

A newcomer to candidate experience is the use of AI in recruitment. The integration of AI and automation into recruitment has significantly enhanced the candidate experience by streamlining the hiring process, enabling personalized interactions, and ensuring efficient candidate selection. These technologies provide timely updates, and tailored job recommendations, and improve overall engagement, thereby uplifting the quality of recruitment and attracting top talent.

Another tool that came out of this focus on improved CX was digital engagement (also known as digital assistant software). Solutions like Paradox's Olivia are revolutionizing candidate engagement in the hiring process. These digital assistants use AI to answer candidate questions, schedule interviews, and provide updates on application statuses in real time. These tools integrate with other platforms in a recruitment tech stack to make one efficient hiring ecosystem. With digital engagement tools, candidates feel like they are connected to the hiring throughout the entire hiring process without a huge lift for HR.

Best candidate experience examples from pre-2020 often involved organizations leveraging individual pieces of technology to create more engaging and interactive application processes- but they struggled to connect them together into one effective system. Nowadays, the use of gamification, technical evaluations, video interviews, and virtual reality tours to showcase office environments has become standard practice. These integrations provide a deeper insight into company culture and the working environment, aspects that were often hidden until the advanced stages of the recruitment process or completely absent. These technological advances have not only improved the experience for candidates but also given employers a competitive edge in the job market.

Finally, the rise of social media played a significant role in shaping recruitment trends during these years. New platforms came to market that forced companies to become more transparent in their hiring practices, often sharing behind-the-scenes looks at the recruitment process, employee testimonials, and even directly engaging with potential candidates through platforms like LinkedIn, Twitter, and Facebook. This transparency not only helped improve the candidate experience by setting clear expectations but also bolstered companies' employer branding efforts.

Candidate Experience Survey

Candidate experience surveys play a pivotal role in understanding and enhancing the recruitment process. Gathering feedback directly from candidates is one of the fastest ways to gain valuable insights into their experience and areas that need improvement.

Candidate Experience Survey

The question, "How to improve candidate experience?" can be systematically addressed by analyzing internal candidate experience research- specifically surveys. The results of these surveys can help identify which aspects of the recruitment process need improvement so that you can prioritize efforts and budget to improve them. Some questions that could be included in a candidate experience survey are:

  • How would you rate your overall experience with our company's hiring process?
  • Did you feel well-informed throughout the hiring process?
  • Were there any areas where you felt communication could have been improved?
  • Did you receive timely updates on your application status?
  • Did you feel like the job application process was user-friendly?
  • Would you recommend our company to other job seekers based on your experience?

By regularly (and at random) conducting candidate experience surveys, companies can continuously improve their hiring processes and create a more positive candidate experience for every applicant.

As we look ahead to the rest of 2024 and 2025, candidate experience research seems to indicate that fasting hiring, personalized communication, and better feedback will be more critical to an effective hiring process than ever. Luckily, recent developments in AI have allowed many of these things to be done automatically. This is all part of the increased use of AI and automation tools to provide instant responses and status updates to candidates. These technologies can significantly enhance the candidate experience by offering transparency and eliminating the common "black-hole syndrome" where applicants receive no communication post-application.

Another trend we're seeing is the changes in how we approach these technologies in the light of DEI. Diversity, equity, and inclusion are becoming a core focus of organizations globally, and it has spilled over into recruitment as well. Companies are now using AI to ensure job postings are free from bias and inclusivity, providing candidates with a fair chance regardless of their background or characteristics.

The current discourse on using AI in recruitment spans from magazines and HR forums to Congress and the White House. From fearful senators worried about the future of jobs to highlighting AI's benefits, ethical considerations, and practical applications -  the discussion is endless. One thing remains certain: AI will continue to play a significant role in shaping the candidate experience and improving recruitment processes for years to come. The key is to use it responsibly, keeping ethics and inclusivity at the forefront, and continuously seeking feedback from candidates to enhance their experience.

In summary, the trends for 2024 and beyond suggest a rapid movement towards a more personalized, responsive, and inclusive recruitment process. Companies can achieve this by focusing on how to improve candidate experience, conducting regular candidate experience surveys, and staying ahead of trends that will affect the hiring process. In a world where rapid adoption is key, the right approach and the right tech are a winning combination. So, instead of viewing technology as a threat to traditional hiring practices, companies should embrace it as an opportunity to enhance their recruitment efforts and improve the overall candidate experience.

If you'd like to see how Pillar's interview intelligence software can help you create a better candidate experience for your applicants, book a demo today!