Recruiting is in the business of “no” unfortunately. We say no to a lot more people than we hire in the end. And where the business of no is headed depends on who you’re talking with: the providers, the employers (including legal counsel), and the candidates. Into the great AI unknown we go.
Companies that sustain these improvements will be the ones with the recruiting and hiring competitive edge in any market, keeping more job candidates engaged in their business and brand, whether they’re hired or not.
It may be the worst candidate market since the Great Recession and Covid-19, but sustained incremental process improvements with timely and consistent communication and feedback loops always make the biggest candidate experience differences every year.
Employers have to figure out how to use AI in selection ethically, with compliance guardrails and “brakes” in place, and work with their vendors to help ensure that selection bias is reduced as much as possible.
In the end, we’re constantly re-recruiting to retain team members, hiring managers and all, and re-recruiting to retain should be TA’s job.
And when you want to ask for candidate, recruiter, and hiring manager feedback before, during, and after you make all that hiring magic, you know where to come.
TA teams that are investing in timely and consistent communication and feedback loops with their people, processes, and technologies are boosting the candidate experience buzz and business impacts.
Benchmarking your candidate experience feedback will ultimately provide you with recruiting competitive advantages and clear business impacts.
And because the overall candidate experience still sucks for too many, it may lead to an increase in candidate cheats. Creating applications to help candidates cheat isn’t the answer.
All of these things make up the ROI of improving candidate experience, one we recommend you invest in today.