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背调改善候选人体验的 4 项措施

在新的候选人驱动市场中,在争夺合格人才时几乎没有犯错的余地。

候选人希望感觉自己受到重视,如果他们觉得自己的时间被浪费了,他们可能会寻求其他机会。除了阻止优秀人才外,您的公司还可能因坚持糟糕的招聘流程而遭受其他损失。

许多人将他们的积极和消极经历传递给他们的内部和互联网圈子。经历了真正消极的招聘过程的候选人甚至可能将他们的业务作为消费者转移到其他地方

观火进行了一项研究,以进一步调查构成候选人体验的因素。

来自北美的超过 95,000 名候选人的回复构成了 CandE,帮助形成了以下四项建议,旨在改善候选人体验,同时保护您的品牌声誉。

  1. 申请流程
    有趣的是,结果表明完成工作申请所需的总时间对候选人体验本身并没有真正的影响。如果候选人觉得他们可以充分展示自己的技能和能力,那么这个过程的持续时间并不是真正的问题。


    受访者指出,在申请结束时包含一个开放式问题是为候选人提供这样做的好方法。一些候选人确实认为填写申请所需的时间与公司拒绝他们所需的时间之间存在差异(或可能存在不平等)。

  2. 面试和筛选过程
    许多回复的候选人表示,更透明的面试过程,比如在面试前提供详细的议程,有助于缓解面试过程带来的压力。


    候选人还提到,在面试前获得面试官姓名和背景信息也有助于获得积极的体验。

    雇主可以通过以下方式改善面试体验:


    • 在每次面试之间护送候选人(虽然很明显,但许多雇主忽略了这个简单的策略,它会让你的候选人感到受欢迎)

    • 为候选人提供一种与面试官联系的方式(就像雇主喜欢审查他们的候选人一样,一个好的候选人会对他们的面试官做尽职调查)

    • 提供具体和相关的反馈(这向候选人表明,您在帮助他们取得成功,无论是作为组织的一部分还是外部的)

    • 鼓励他们重新申请不同的职位或稍后再申请

  3. 候选人拒绝
    许多将他们的经历评为最低评级的候选人收到了一封来自“请勿回复”地址的拒绝电子邮件,这绝对没有任何个人风格。


    想象一下,有一个候选人从他们的日程安排中抽出时间来申请并完成面试过程,结果却收到一封通用的电子邮件,基本上是感谢,但没有感谢。这些通用电子邮件激怒了候选人,因为他们通常不提供任何反馈,并暗示候选人他们不值得你公司花时间。

    对拒绝经历给予好评的人会收到招聘人员或招聘经理的私人电子邮件或电话。通过这种方法,候选人觉得他们的时间很宝贵,可以在另一个时间考虑另一个职位。

  4. 候选人退出
    在候选人驱动的市场中,候选人退出成为招聘过程中的一个敏感领域。候选人比以前有更多的机会,如果审查过程不尽如人意,当面临多个offer 时,他们可能会在另一家公司担任另一份工作。


    报告说他们退出申请流程的候选人有多种原因,例如与招聘/招聘经理关系不佳,感觉入职流程太长,或者公司不尊重他们的时间维持约会或面试时间表。

    人们会希望为一家从一开始就对他们很好的公司工作。尽管薪水和职位质量是候选人标准的重要因素,但我们所有人都希望与尊重员工的雇主一起参与积极的工作环境。

  5. Candidates want to feel like they are valued and might seek other opportunities if they feel like their time is being wasted. Besides deterring good talent, your company could suffer other losses by sticking to a bad recruiting process.

  6. Many people relay their positive and negative experiences to both their inner and internet circle. Candidates that are put through a truly negative hiring process may even take their business elsewhere as a consumer.

  7. A study was conducted by the TalentBoard to further investigate the factors that make up the candidate experience.

  8. Over 95,000 candidate responses from North America that make up the CandEs have helped to shape the following four suggestions that aim to improve the candidate experience while also protecting your brand reputation.

  9. Application Process
    Interestingly, the results indicated that the total time necessary to complete the job application had no real impact on the candidate experience in and of itself. If a candidate felt they could adequately present their skills and abilities for the position, the duration of the process wasn’t really an issue.


    Respondents noted that including an open ended question at the end of the application was a great way to provide a candidate with a way to do this. Some candidates did feel that there was a discrepancy (or inequity as it may be) between the long time it took to fill out an application and the quick time it took for a company to reject them.

  10. Interview and Screening Process
    Many responding candidates stated that a more transparent interviewing process, like being provided a detailed agenda prior to the interview, helped ease the pressure that comes with interview process.


    Candidates also mentioned that being provided interviewer names and background information prior to the interview also contributed to a positive experience.

    Employers can improve the interview experience by:


    1. Escorting the candidate between each interview (while obvious, many employers overlook this simple tactic that will make your candidate feel welcomed)

    2. Providing a way for the candidates to connect with the interviewer (just as employers like to vet their candidates, a good candidate will do their due diligence on their interviewer)

    3. Giving specific and relevant feedback (this shows the candidate that you are there to help them be successful, whether as a part of or external to your organization)

    4. Encouraging them to reapply for a different position or at a later time

  11. Candidate Rejection
    Many candidates who rated their experience with the lowest possible rating received a rejection email from a “Do Not Reply” address, which gives absolutely no personal touch.


    Imagine a candidate who has taken the time out of their schedule to apply and go through the interview process, only to receive a generic email saying essentially thanks, but no thanks. These generic emails infuriate candidates because they usually provide no feedback and imply to the candidate that they are unworthy of your company’s time.

    People who rated their rejection experience favorably, received a personal email or phone call from the recruiter or hiring manager. With this method, candidates felt like their time was valued and could be considered for another position at another time.

  12. Candidate Withdrawal
    In a candidate-driven market, candidate withdrawal becomes a sensitive area within the hiring process. Candidates have more opportunities than before and when faced with multiple offers may take another job with a different company if the vetting process is less than satisfactory.


    Candidates who reported that they removed themselves from the application process had various reasons, such as not having good rapport with the recruiting/hiring manager, feeling like the onboarding process took too long, or that their time was not respected by the company when it came to maintaining appointments or interview schedules.

    People will want to work for a company that treats them well from the beginning of the relationship. Even though salary and quality of the role are important factors to a candidate’s criteria, we are all humans with the desire to be engaged in a positive working environment with an employer that treats its employees with respect.

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