According to the recent Talent Board’s annual Candidate Experience survey:
These statistics suggest that technology is increasing the connection between the information black hole and recruitment. And, despite that some employers are trying to reach out to candidates about their position in the hiring process, there's still a lot companies can do to improve the candidate experience.
Social Media
One of the ways that employers are experimenting to try and to improve the candidate experience is with social media. Networks such as Facebook and LinkedIn may be great ways to stay in touch with possible candidates, or to find great candidates, but the 'social' in social media needs to be remembered when it comes to these interactions. Simply messaging open positions from time to time isn't social. Constantly reaching out to tons of people for recruitment isn't social.
Email Communication
A great suggestion to improving the candidate experience is to send an email to everyone who applied when a position is filled. This lets candidates know they didn't get the position, while keeping them in the loop of the hiring process. Since candidates want closure and acknowledgement, a quick email fulfills both needs.
Recent data from Shaker shares candidate’s preferences on communication:
Overall, technology can be a great asset in improving the candidate experience and removing the entanglement of the information black hole and recruitment. However, this will only happen if technology is used correctly and effectively; toward communicating and building a relationship with candidates.
The above article is basd on a live roundtable discussion hosted by the Recruitment Process Outsourcing Association and lead by Matt Schreyer, co-founder of Instigate Inc. Listen to the full discussion now!