WHAT CAN BE MEASURED,
CAN BE IMPROVED
TAKING A CLOSER LOOK AT YOUR CANDIDATE RECRUITING EXPERIENCE
MARIA ROSPLOCH AND THOMAS F. KAMINSKY
In an ever-increasing struggle to secure top talent, there’s a new
sticking point: the candidate recruiting experience.
From brand perception to online applications, today’s job candidate has many
opportunities to engage—or become disengaged—with your company. More
than ever, candidates are quick to walk away from awkward technology, unclear
processes, an unsatisfying level of human interaction, or hard-to-find information.
In a competitive talent market, candidates jump ship at various roadblocks—
and many organizations have no idea where the problems lie.
the nearest exit
It’s vital for companies to develop a way to assess
a candidate’s application experience, know more
about what prospects think of their hiring process,
and make changes where necessary so they can
attract and win the best talent.
Competing for talent is tougher than ever. Major demographic shifts are hitting
employers hard, creating the perfect conditions for a talent war. Factors include
lower birth rates, retiring baby boomers, and a high demand but low supply of
Candidates also expect more from the hiring experience due to advances in
digital platforms and social media. What may have worked two years ago does
not necessarily work now—and companies that don’t adapt may lose top talent
the talent war
As mobile technology
application forms need
to be mobile friendly.
This is important
because the front
end of the application
process influences how
a candidate perceives
Typically, the companies that need to closely examine their candidates’
experiences are those that:
• Compete for talent
• Struggle to keep prospects engaged during the hiring process
• Don’t know why prospects become disengaged
• Want to protect their brand from negative perceptions
• Apply for employer awards
• Have new talent categories other than the ones for which they are “known”
how does your
Kelly Outsourcing and Consulting Group (KellyOCG®
) partnered with Ann Marie
Ryan, who has a doctorate in psychology, and is a professor of organizational
psychology at Michigan State University, to help companies ascertain the truth
about their candidate experience in order to improve their recruitment practices
and secure the best talent.
As a result of research findings, KellyOCG collaborated with Ryan to develop
candidate experience measurement—through a tool that assesses a
candidate’s hiring experience against these five interconnected factors:
shedding light on
If a company fails
to investigate why
The organization’s reputation and level of prestige
The link between employer brand image and successful recruiting is crucial,
especially in a candidate-driven market. A strong brand can attract candidates
and a weak one can drive them away—it ultimately affects a company’s hiring
success. The best employees will put little store in what companies say about
themselves in their advertising. They will conduct their own research by talking
with independent parties.
The ease with which candidates can find organizational information
Although perceptive candidates find their information about companies from
neutral sources, they will still check the marketing material that companies
publish—particularly on corporate web pages and any social media presence.
This means companies must produce material that is authentic, compelling,
informative, and easy to find.
a closer look
after using a
to research their
– Ann Marie Ryan,
How candidates interact with the organization’s technology
A major bailout point for candidates is often during the job application process
due to unclear instructions or problematic interfaces. This means a company’s
online application process must be fast, intuitive, and simple.
Allow clear opportunities for candidates to show their skills and abilities
The system or process a potential employee must navigate to complete an
application should be seamless—it should put prospects at ease and provide
opportunities for them to present the truest version of themselves. Any
obstacles could force the best candidates into the arms of other firms.
The way those who represent the organization treat the candidate
Finally, there is the human factor. If a potential employee passes the application
phase and then interacts with someone at the organization—the way in which
the company treats him or her may determine whether they stay the course or
move on to a competitor.
As the technology
“bar” is set higher and
higher, a company’s
process must be fast,
intuitive, and simple.
There is little doubt that efforts to understand
more about the candidate experience will produce
better hiring results—the candidate experience
measurement assessment tool from KellyOCG
provides actionable information for improving the
candidate experience at your organization.
What makes KellyOCG different? We listen. We allow your objectives to
drive our approach. KellyOCG will deliver results using proven methodology,
proprietary technology, and service that features:
Collaboration – A genuine partner, we take on your business challenges as
our own using a holistic approach—proactively communicating any course
corrections needed for transparency.
An empirically validated measurement tool – Academic experts have
validated the survey tool used to measure the candidate experience—a tool
that’s updated as recruiting trends change.
Recruitment expertise – Our vast experience in managing recruiting and
staffing programs helps us understand talent and gives us insight into labor
Targeted best practices – Our subject matter experts deliver. We provide
face-to-face meetings to advise you on recommendations to execute.
For more information about the candidate experience measurement tool, and
improving your company’s ability to attract top talent, visit kellyocg.com today.