2018 TotalPicure Media

Kevin Grossman: Why The Candidate Experience Awards Program Matters.

Kevin Grossman: Why The Candidate Experience Awards Program Matters.
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Talent Board is a non-profit organization focused on the elevation and promotion of a quality candidate experience. The organization, Candidate Experience Awards program and its sponsors are dedicated to recognizing the candidate experience offered by companies throughout the entire recruitment cycle and to forever changing the manner in which job candidates are treated. More information can be accessed at http://www.thetalentboard.org. The video was produced and directed by Peter Clayton, a member of the Candidate Experience “CandE Council.”

Excerpt from the video: ” Every year, we dig a little bit deeper into the data and the research that we capture with the surveys from employers around the world. And right now we’re still running the email and APAC parts of the program with North America this year. 2018, we had a conversation with a large consumer-based company who went through the program this year that that also when it came to the award and we were talking about how at the point of interview rejection, they really wanted their recruiting teams in the future to pick up the phone more and call the candidates at the point of rejection after the interview stage. And so I started digging into the data a little bit more. And one of the things that we found that was interesting is that this year, 60 percent, six zero of the candidates say they got an automated email rejection after the interview stage automated. Now, I thought and I wasn’t that surprised, but a little surprised if it drops down to 22 percent for those who got a personal email from a hiring manager and a recruiter. That’s OK. But it’s only a whopping 10 percent of candidates who got a phone call at the point of interview rejection. Now, what’s more interesting about this is when you look at how they rate their experience. So those candidates who got the automated email rejection at the point of interview rejection, they rated it both on the overall rating that we asked them to give.”

“And just the interview rating itself was around 2.5 out of five on a Likert scale, which is really low. It’s kind of below even middle of the road for a lot of the data we see. It jumps to 3.4 out of five when they get a phone call. That’s a 32 percent increase in positive sentiment. Overall, a big job. It is stuff that we look at every year. But as we dig a little bit deeper into that, this is what we come back with as a best practice. And what more got more encouraging more companies to do is to provide to pick up the phone more. But those even for those large companies that have a lot of scale that have to deal with a lot of people, even at the point of interview rejection, that they have to get through on a regular basis, pick up the phone more and give them some feedback and even recommendations on what happens next. That goes a long way and pays dividends on a much more positive impact on their business and their brand over time with the majority of folks at the end of the day, again, who aren’t going to get the job and who may be willing, again, to apply for others and make purchases and or influence them for more consumer-based companies. It’s a big difference.”

“And so I started digging into the data a little bit more. And one of the things that we found that was interesting is that this year, 60 percent, six-zero of the candidates say they got an automated email rejection after the interview stage. Automated. Now, I wasn’t that surprised, but a little surprised, It drops down to 22 percent for those who got a personal email from a hiring manager and a recruiter. That’s OK. But it’s only a whopping 10 percent of candidates who got a phone call at the point of interview rejection. Now, what’s more interesting about this is when you look at how they rate their experience. So those candidates who got the automated email rejection at the point of interview rejection, they rated it both on the overall rating that we asked them to give, and just the interview rating itself was around 2.5 Out of five on a Likert scale, which is really low. It’s kind of below even middle of the road for a lot of the data we see. It jumps to 3.4 out of five when they get a phone call. That’s a 32 percent increase in positive sentiment. Overall, a big jump.