Front Line Example: Too Much, Too SoonThis is a great example of how multiple programs, designed to optimize hiring and serve candidates, turn into a poor candidate experience once they are combined and inserted into the candidate lifecycle. It’s also a perfect example demonstrating why we tell employers that open ended questions are crucial to discovering breakthroughs in the hiring process. Here’s the real feedback that provided this example:
“This is a former applicant who took an entire 83 question assessment when filling out my application yesterday just to be rejected via email only 2 hours later and then asked to fill out ANOTHER follow survey for new applicants? You guys are something else I bet my app wasn’t even seriously reviewed. What feedback could you possibly want from someone so unfit for consideration?”Now, where to begin? What would you do to avoid poor candidate experience? Ditch the survey? Delay the rejection email? Pare down the assessment? All of the above? We’ll get to that in a moment. The first point is that the assessment likely makes a lot of sense for this particular position (giving the employer the benefit of the doubt), so that is a good thing for selection. The rejection email shows transparent and timely communication. That’s one of the hallmarks of great candidate experience. No one is being ghosted by the employer after applying, nor are they waiting weeks or months to hear about a decision that was likely made shortly after applying. That’s a good thing. The survey also shows transparency and respect for the candidate by asking them for their feedback about what can be done better. Plus, it uncovered this little piece of poor candidate experience that can be easily cleaned up and help to improve the entire recruiting process.