The Evolution of the Candidate Experience: Has Technology Made it Better or Worse?

As technology continues to reshape recruitment, the candidate experience has become increasingly critical. While automation and AI tools have streamlined hiring processes, they have also introduced challenges that can sometimes alienate job seekers.

I wrote previously about The rise of reposting and re-promoting jobs on #LinkedIn; that sparked some commentary on broader candidate experience, including points on how reposting and other parts of the candidate journey were often automated... however, whilst automation can support a smooth candidate journey, if there's a lack of visibility on what's going on, that poor communication (automated or human) might just kill off what you're trying to achieve.

According to a survey by Talent Board, 68% of UK job seekers expressed frustration with the lack of communication during the hiring process, and 55% abandoned job applications due to overly complicated or lengthy procedures.

This dissatisfaction is often linked to the increased reliance on automation and Applicant Tracking Systems (ATS), which, while efficient, can create a more impersonal experience.

The Challenges:

• Impersonal Communication: Automation can lead to generic, robotic responses that leave candidates feeling undervalued. A report by the Talent Board found that 70% of candidates who received no response from employers after applying shared their negative experiences online, impacting the employer’s brand and future recruitment efforts.
• Overreliance on Algorithms: ATS tools, while essential for managing large volumes of applications, can be too rigid, potentially filtering out highly qualified candidates who don’t match specific keywords. This issue is tied to the trend of reposting job ads and many companies struggle to find the right fit despite receiving numerous applications. According to LinkedIn’s 2024 Global Recruiting Trends report, 69% of recruiters acknowledged that their ATS often misses out on top candidates.
• Candidate Frustration: Repeatedly seeing the same job reposted can be discouraging. In the UK, where 58% of candidates say they wouldn’t reapply to a company after a negative experience, frequent reposting without clear communication can significantly damage a company’s reputation.

Solutions?

• Enhance Personalisation: Even with automation, adding personal touches is crucial. Customised messages that recognise a candidate’s unique qualifications can significantly improve their experience. Research suggests that personalising communication can boost candidate engagement by up to 42%.
• Regularly Review ATS Algorithms: It’s important to frequently refine ATS criteria to ensure strong candidates aren’t being filtered out. Incorporating human oversight at key stages of the screening process can capture candidates who might otherwise be overlooked. This approach is particularly relevant in the UK, where the use of AI in recruitment is under scrutiny for potentially reinforcing biases.
• Increase Transparency: If a job is reposted due to changes in the role or internal delays, clear communication is essential. Transparency helps maintain trust and keeps candidates engaged. Data from Talent Board suggests candidates are 3 times more likely to reapply if they receive regular updates during the hiring process.
• Streamline Application Processes: 62% of job seekers will abandon applications that are too complex or time-consuming. Streamlining the application process and making it mobile-friendly can significantly improve completion rates and candidate satisfaction.

The Data Speaks:

Companies that prioritise improving the candidate experience see tangible benefits. According to #Glassdoor, organisations with a strong candidate experience receive 53% more qualified applicants and are 75% more likely to make successful hires. Additionally, companies that maintain regular communication with candidates are 4.5 times more likely to improve their quality of hire.

While technology has brought tremendous benefits to recruitment, balancing efficiency with empathy is crucial. By refining our tools and focusing on the candidate experience, we can create a hiring process that not only attracts top talent but also nurtures positive, lasting relationships with future employees.

#CandidateExperience #HRTech #TalentAcquisition #Recruitment #HiringTrends #LinkedIn

Disclaimer: my views and comments are entirely my own and not representative of anyone else, or of any organisation, or employer I may have connection or affiliation to.

Sources:

1. [Talent Board Candidate Experience Research, 2024]

2. [LinkedIn Global Recruiting Trends, 2024]

3. [Glassdoor UK Employer Branding Survey, 2024]

4. [CareerArc Candidate Experience Study, 2023]