Like earthquakes, tsunamis, revolutions and elections, we are in the midst of a candidate experience disaster. They are all made more tangible and visible and by social media.
Natural disasters continually prove the power of Twitter, Youtube and Facebook to give instant and viral details to the entire globe about what happened and how people felt about it.
We’ve seen the same phenomena revolve around the Paris bombings and countless other triumphs and tragedies throughout the world. Individuals are catapulted to fame or infamy thanks to our reactions to social media.
So connect the dots and you can see how the way your candidates experience your recruiting efforts can spark this same boom or bust social phenomenon. For example:
Twitter: @PomplaDouche: excuse me CIA, is your application website a test in itself? If not your team sucks a bag of c$%. If so, good job
Twitter: @GoodGameWayne: I really want a job but the application process sucks, after completing these 45 minute questionnaires…
Twitter: @Arias_Myles: Dear Walmart… your website sucks. Can’t there just be a simple, easy-to-find “fill out application” button?
Twitter: It amazes me beyond words how these Big 4 Accounting Firms — firms that purport to want excellence — use this bug-riddled application. I literally can’t finish my E&Y application because it is so unreliable.
Facebook: I have applied with several different companies using (unnamed ATS) and not ONCE has it gone smoothly. The backspace key will often take you back a page while you are trying to type something, then you lose all your changes. You need to convert your resume to Word 2003 for F’s sake.
Facebook: Just applied for a job at (unnamed company) using (unnamed ATS). An almost comically awful experience every single step of the way. It amazes me that so many companies use this software – surely they can see that it captures practically no information about the candidate and also reflects badly on them? (unnamed company) should be embarrassed to see its branding around this system.
The Impact of Social Media on Recruitment
Social media amplifies the candidate experience, turning frustrations with the recruitment process into public critiques that damage employer reputation. Posts on Twitter and Facebook, like those calling out buggy application systems or lengthy questionnaires, highlight how a poor candidate experience can deter top talent. Negative feedback spreads quickly, risking revenue decline and productivity loss as potential hires disengage or share their dissatisfaction, impacting the organization’s ability to attract quality applicants.
Addressing Hidden Flaws in the Recruitment Process
A humanizing strategy is key to improving candidate engagement. Simplifying the job application process, ensuring clear communication, and providing timely feedback can transform perceptions. For example, addressing issues like unreliable application portals or complex forms reduces recruitment costs by boosting conversion rates. Feedback from candidates, even those not hired, reveals pain points, allowing organizations to refine subprocesses and create a more welcoming experience that supports talent acquisition.
Building a Positive Candidate Experience
To counter the candidate experience disaster, organizations must prioritize transparency and responsiveness. Tools like Survale’s Talent Experience Platform measure satisfaction in real time, helping recruiters understand how candidates perceive each stage. By engaging all applicants, including the 95% not hired, companies foster goodwill, encouraging referrals and applications from top talent. This approach not only mitigates negative social media impact but also strengthens employer reputation, driving long-term recruitment success.
FAQs
What are the key impacts of a poor candidate experience on an organization’s reputation and operations?
It harms employer reputation, increases recruitment costs, and causes revenue decline due to lost top talent.
How can humanizing the talent acquisition process enhance the candidate experience?
A humanizing strategy boosts candidate engagement through clear communication and simplified recruitment processes.
Why is providing feedback and clear communication to candidates crucial for improving their recruitment experience?
Feedback ensures transparency, fosters trust, and improves candidate experience, encouraging future applications.
