This is an interesting article about how to improve the candidates experience of the recruitment process and what annoys / frustrates them. Generally it seems to be a lack of information or communication.
At Dutton Gregory we understand this and respond to every applicant with an acknowledgement email as soon as possible. We keep them updated throughout the process, finishing by letting the candidates know if they have been successful or not. I have been amazed at the positive feedback I have received when telling candidates that they have been unsuccessful, simply because they were happy to have an answer one way or the other.
Candidates can be potential customers, or know someone who could use your services, so you want them to leave with a positive impression of the company and not a sour taste in their mouth.
Feedback According to Denni Oravec, the companies that consistently win Candidate Experience Awards share a specific quality – ensuring that their candidates always receive some kind of feedback and are not just left hanging. Even if it’s only a quick email to let applicants know they’re no longer being considered for a position, she notes, this can be extremely impactful to candidates. One SoftwareAdvice.com respondent echoed her statement, by saying “just an email would be sufficient … to let the person know, so they are not left wondering”. Interestingly, candidates weren’t as concerned with finding out why they weren’t selected, they just wanted to know whether they had or had not been selected. In fact, just 5% of respondents thought an explanation of why they hadn’t been chosen for a role would improve the application process.