by Sarah Doughty on September 24, 2018
4 min read
If your drop-off rate is high or getting higher, consider doing a candidate experience audit as the first step to getting your metrics back on track.
Candidates drop out of an organization’s hiring process for a range of reasons. Some you may not be able to change, but you do have influence over many more, especially the hiring interactions candidates have with your company. If your drop-off rate is high or getting higher, consider doing a candidate experience audit as the first step to getting your metrics back on track.
Slow speed-to-hire is one of the main drivers of candidate drop-off. If candidates don’t hear back from you within two weeks, 66% consider it a lost cause and move on to another opportunity. And, nearly half (47%) of rejected job offers are due to candidates accepting another offer. In this exceptionally tight job market, every recruiter is pushing hard to make the first offer to talented applicants, so a streamlined hiring process is an advantage.
Candidate experience is another key driver. Job seekers want their hiring interactions to be simple, fast and transparent, just like their consumer experiences. A candidate experience audit will help you hone in on the areas of your hiring process that are slowing you down and that fall short of modern candidates’ expectations.
Start by mapping out your entire candidate experience. Include the average time each step takes, so you can see where you process keeps candidates waiting, and where your process doesn’t put candidates first.
Then, examine each step from the candidate’s perspective. These questions will get you started:
Don’t limit your candidate experience audit to these questions, though. As the expert on your hiring process, use your own knowledge and experience to ensure you’re not missing a vital area or step.
Next, Identify and prioritize areas for improvement. As you review your process, think about the steps that matter most to your candidates, then prioritize those areas. Also, consider strategies that will free you to spend more time engaging candidates. Innovative technology like interviewing software automate repetitive and administrative work like scheduling interviews, so you can devote more of your day to strategic tasks. Some video interviewing platforms are proven increase speed to hire, too. Integrate technology into your process where it can help you elevate your candidate experience the most.
Quantifiable data from an external source like Glassdoor is a valuable addition to your candidate experience audit, especially if you don’t have candidate surveys in place. Glassdoor rates different aspects of your interview process, like how hard it was, how long it takes, and if candidates felt positive, negative or neutral about the experience. Measure your baseline now, and track it over the next several months as you modify your process and experience. If you overlay your Glassdoor data on a timeline with other metrics like pipeline volume, vacancies, flow-through rates and percentage of candidates who reach the end, you may gain insight into some of the hot buttons to focus on.
Candidate experience audits reveal some of the most common areas for improvement:
It used to be that candidates with niche skills or high levels of experience were the ones who had their pick of jobs. Today, many more candidates can be selective about finding a position and a company where they will be happy. Your candidate experience audit will shine a light on areas where you can elevate your hiring experience by making sure your candidates feel valued and understand why your organization is their best choice, too.