It’s no secret that the staffing industry is falling behind when it comes to candidate satisfaction. The NPS for talent satisfaction in 2017 was 21 percent, a score that has been slowly decreasing in the past few years. Many companies have dropped the ball on becoming progressive and technologically driven for their recruits, which means slow response times, dated software and lots and lots of paper. To capture Millennials, companies must revamp and refresh their candidate experience—a process that is arguably the most important to this new demographic of recruits. It’s 2018, and it’s time to make your candidate experience not suck.
If your company has made the switch from paper to digital, you’ve won half the battle; however, your company still has work to do. Finding a digital application that is user-friendly and practical is often like finding a needle in a haystack, but your company doesn’t need to fall in this category. Start by thinking about what’s best for your client while you craft the application. According to Kelton Global, 86 percent of active candidates use their smartphones to begin a job search, so make your application mobile-first and functional for Millennials on the go. Lengths of more than one page, long required responses and multiple logins make for an application experience that gives your candidates a headache. Simplify the process and prepare to see more driven and excited candidates making time for your company in their search.
Think back to a recent interview you had or conducted for your company. What made that interview great? What are some things you or the interviewer could have worked on? For many of us, we are used to impersonal interviews and little to no communication throughout the experience. This process is not only just out of date it is the opposite of what your recruits want and deserve.
Spend time putting some TLC into your interview process in order to make that stellar first impression. Millennials appreciate communication and transparency in their hiring process—that starts at the interview. Make sure your candidates are prepped and understand what will be required of them at the interview—it’s as easy as a phone call or an email to maintain that contact before the initial meet up. 46% of workers in a Robert Half survey stated they lose interest if there’s no status update from one-to-two weeks post-interview. As an interviewer, it’s your job to make sure your candidate’s time is being respected so the good impression you made during the interview is sustained. Remember, after the interview is said and done, your candidate will be the one referring others to your company! It’s critical to engage them and make sure they will talk highly of your company in the future.
Two-way communication is not only a foolproof way to make your candidate feel comfortable, but it helps your company learn and evaluate how recruits view your process. As a Millennial who has gone through the hiring process, I know that when I don’t feel comfortable expressing my questions and thoughts through the hiring process, I automatically start to rule the company out. Millennials want to build a relationship with a prospective company so they can see where their skills personally fit in with the company’s mission.
Post-interview feedback or surveys from your candidates make sure their needs and questions have been addressed and answered, a tactic that builds the foundation for the relationship. According to an article in Lever, “by testing new recruitment strategies and tactics, you will improve your candidate experience and the process by which you screen talent,” which will only help you bring in more talented candidates. By establishing your company as a one that cares about its recruits, the satisfaction rate among your candidates will noticeably increase.
By honing in on these pain points within your candidate experience, be prepared to see a new pipeline of distinguished Millennial recruits appreciating your company’s attention to detail and your emphasis on communication. This is the make-or-break first impression that candidates have, and if they don’t find their ideal experience with you, they will go elsewhere, fast. It’s up to your company to make this experience for your Millennial candidates suck less—and we can help.
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