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Improving Candidate Experience: Exploring The Disconnect Between Goals And Approaches

Candidate Experience employment

As modern day consumers, we have adapted to the evolution of many day-to-day encounters that have been improved by technology. Experience has taught us that applying a tech-based solution to a traditionally manual task, will add efficiency and reliability.

The same principles can be applied to our professional lives, where we are increasingly adopting tech-based solutions in order to streamline tasks and improve the service we deliver.

In recruitment, that service centres on people and, indeed, a recruiter's worth is often determined by their ability to build human relationships.

Today’s best talent expect more from recruiters 

The tide has turned in the labour market and now more than ever candidates have the luxury of choice when it comes to identifying a preferred employer. The power is no longer in recruiters hands, and they are increasingly competing to attract the best people for clients.

The nature of traditional recruitment processes means that skilled recruiters spend more time completing admin-heavy tasks than they do utilising their best asset - human experience.

Manual, resource-heavy processes are preventing us from offering the experience candidates expect - a digital shake up is needed.

The risk of doing nothing 

Ask any recruiter today and they’ll undoubtedly list candidate experience as a focus for their team. In fact, 31 per cent of the recruiters recently surveyed by Bullhorn, listed it as a top three priority for 2018.

However, while candidates have taken centre stage, in many cases the processes adopted during the recruitment journey does nothing to add to the experience they have. This can lead to:

  • Lost talent - traditionally manual approaches slow down the recruitment process and can lead candidates to look elsewhere. Xref research found that 41 per cent of HR and recruitment professionals admit to losing talent due to delays caused by traditional recruitment methods.  

  • A damaged reputation - each candidate will have a network of contacts, who could all also represent future potential placements, but a bad experience can quickly filter through networks and damage a recruiters reputation.

Using automation to improve candidate experience

First impressions count to candidates and as much as they may be excited about the role they’re being put forward for, recruiters must also demonstrate an appreciation for the candidate’s time.

Although the industry realises that tech-based, automated solutions could help to improve the experience they offer, according to the Bullhorn survey, 47% see tech and automation as one of the top three challenges they face. Add to this the fact that only 17% rated it as a top three priority for 2018, and it becomes clear that even though the appetite to improve candidate experience is there, some uncertainty surrounds the adoption of tech-based solutions.

If candidate experience is to take a front seat, recruiters need to recognise the value automated solutions could offer in effectively combining the human touch with tech smarts.

Watch the webinar on-demand: "The Changing Recruitment Landscape: How To Overcome Today's Key Challenges"

Hosted by Lee-Martin Seymour, CEO and Co-Founder of Xref, and Matt Chippendale, Field Sales Executive at Bullhorn, this webinar calls on research from both companies. Learn tactics to improve candidate experience, drive talent acquisition and deliver process improvement.

Discover how Xref can revolutionise referencing for your business

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