Candidate experience is a popular buzzword among those in the world of HR and is one of the most crucial factors for attracting talent. It is defined as “how candidates feel about an organisation once they experience its hiring process.” These feelings – the good, the bad, and the ugly – can influence candidates in their decision to apply to the company or to accept a job offer. Our blog today talks about the challenges of building a positive candidate experience.
Sheu Quen is a seasoned writer with a passion for talent management in the HR industry. With 8 years of experience in the field, she’s gained extensive knowledge in developing related content. Through her writing, she aims to share insights and best practices on how organisations can attract, retain, and develop their talent for sustainable growth.
A good candidate experience encourages jobseekers to accept a job offer or even spread the positive word, thus contributing to enhancing a brand. On the other hand, a bad candidate experience will result in both the candidate refusing an offer and negatively impacting a brand. So, it is in a company’s best interest to strive for a good candidate experience as it allows the company to attract and recruit better talent, as well as improve the company’s bottom line.
The Impact of Negative Candidate Experience
Assessing candidate skills and abilities using an assessment tool is a common practice for companies seeking to hire top talent. However, this process can present challenges when it comes to creating a positive candidate experience. Challenges that can cause frustration and disengagement from candidates, potentially leading them to decline a job offer or discouraging others from applying.
TalentPulse, Accendo’s Talent Intelligence Platform, makes the journey interesting and engaging with our virtual guide ACE, user experience, simple flow, and instructions to create a positive candidate experience.
Clarity is king when it comes to assessment instructions. Clear instructions are critical as they serve to ensure that candidates understand what is expected of them and can accurately represent themselves.
Muddled or confusing directions can leave candidates feeling frustrated, anxious, and disengaged. Not only does this negatively impact the candidate experience, but it can also lead to inconsistent and inaccurate responses that skew assessment results and lead to misguided hiring decisions.
This is especially crucial when high-stakes assessments are involved, such as job interviews or skills tests. To minimise confusion, having a virtual guide can help to provide a positive and supportive candidate experience.
At Accendo, ACE is the virtual guide on TalentPulse that provides candidates with a more personalised and interactive experience. ACE assists candidates in navigating the platform, understanding the assessment process, answering questions, and giving feedback. As a result, candidates feel more at ease and less anxious, thus improving their overall experience.
Lengthy or Repetitive Processes
A well-executed assessment process saves time and resources for the organisation and the candidate, and a positive experience can improve the company’s brand and reputation.
A lengthy and repetitive candidate assessment process can leave a negative impression on candidates. It can make the company appear disorganised, and inefficient, and cause candidates to lose interest in the position or the company entirely. This can discourage potential candidates from accepting future job offers or recommending the company to others.
Unclear Evaluation Criteria
The stakes are high when it comes to evaluation criteria. Clear evaluation criteria ensure fair and accurate evaluations of candidates, leading to informed hiring decisions that align with business goals and values.
However, vague standards can leave candidates feeling like they’re navigating a labyrinth blindfolded, causing confusion, and frustration, and ultimately souring their impression of the company.
Furthermore, unclear evaluation criteria can harm a company’s image, giving the impression of disorganisation and a lack of transparency. This can deter top talent from applying, making it even harder to secure the best candidates.
Unclear or Unfairness in Assessment Results
Assessment results are the final verdict of a candidate’s worthiness for a role. Accurate and unbiased results demonstrate that the organisation values fairness and transparency. At the same time, they help companies make informed hiring decisions that align with their business goals and values.
But when these results are unclear or unfair, they can shake a candidate’s confidence, leading to frustration, disappointment, and even distrust in the hiring process. Unclear results can leave candidates confused and uncertain, and they may not understand how their skills and abilities were evaluated.
Similarly, when assessment results are perceived to be unfair, it can leave candidates feeling devalued and demoralised. Whether due to bias or inconsistency in the evaluation process, this can create a negative perception of the company and discourage candidates from accepting an offer or recommending the company to others.
In today’s competitive job market, positive candidate experience is vital for companies looking to attract and retain top talent. However, challenges such as the ones outlined above can arise. By addressing them, organisations to enhance their employer brand, attract top talent, and make better hiring decisions aligned with their goals and objectives.
Struggling to create a positive candidate experience while using assessment tools to capture validated insights to drive hiring and talent development? Find out more about what Josh Bersin has to say about creating a great talent experience.
Candidate experience surveys measure how satisfied candidates are with your recruitment process. Recruiters use candidate feedback to improve their hiring and enhance employer brand.
A good assessment tool should provide a window for high-quality feedback. It is feasible and accounts for equivalence. It should motivate participants to be involved in the testing. It should be transparent, non-discriminatory, and match expectations.
We are constantly adding new tools and measures into the marketplace. Currently the tools measure leadership, agility, cognitive, technical and cultural facets.
Yes, any raw data from other tools/processes can be added into the final report.
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