5 Things Winners of the Candidate Experience Awards Do Differently

5_Things_Winners_of_the_Candidate_Experience_Awards_Do_Differently

Four years ago, Talent Board started The Candidate Experience (CandE) Awards. At that time, there was little or no discussion around companies with a positive candidate experience, and certainly no data. Today the nonprofit has research, benchmark information, and insights collected from nearly 50,000 candidates who applied to 100 companies over the last year.

The number of companies that participated in the research (from Adidas to Wells Fargo) demonstrates the increasing emphasis companies are putting on creating a positive candidate experience. The results show that there are also measurable benefits to a great candidate experience - of participating candidates who had a positive experience, about one fifth of respondents were likely to reapply, 96.9% of would refer someone else, and 23% would change their customer status positively.

So what did the winners of The Candidate Experience Awards do differently?

Here are the 5 key takeaways (download the original whitepaper here):

1. They develop their employer brands

Winners of the 2013 CandE awards were more likely to use Employer Branding Services. The results show that while all companies invest in an applicant tracking system, the winners were 50% more likely to also invest in a third party employer branding service. Specifically, 72.4% of the winners, companies of varying size and industry, chose to invest in their hiring brand.

2. They use mobile and video interviewing services

As the workforce becomes more mobile, so does how candidates interact with employer brands. Winners of the CandE awards are more likely to use mobile and video interviewing software. For example, Chesapeake Energy’s mobile application allows candidates to browse jobs and submit their “business card” if interested in a position. They have made 90 hires from the app which was all pretty point and click.

3. They close the loop

While 9.4% of winners said that surveys were central to their efforts, none of the non-winners cited polls and surveys as being an important part of their candidate experience initiative. At Adidas, hiring managers meet regularly to review feedback and discuss ways to iterate on their process for continuous improvement.

Winners were also more likely to simply ask candidates about their experience.

4. They include college programs

Compared to only 19.2% of non-winners, 37% of winning companies consider college information sessions to be an important piece of their recruitment efforts.

5. They are transparent

Transparency is not a traditional aspect of the interview process, however, candidates that know where they stand in the process generally have a much better candidate experience as well as peace of mind. Here, winners were more likely to share the average/expected time of the application process at 27% vs 15% for non-winners.

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Candidate Experience