According to research from the Human Capital Institute its highly likely your recruitment process is hurting your employer brand. They found that 60% of job seekers reported a negative candidate experience with employers they interacted with. Further research shows that 72% of job applicants have shared their negative experience on social media. The top reasons for this huge swell of negative experience all relate to not receiving any feedback. 75% of job seekers never hear back from an employer after applying for a job and a further 60% never hear back from the employer, even after attending an interview. There is simply no excuse for this.
Job Applicants want closure
The reason most job applicants want feedback is quite simple, they just want to know where they stand. If there is one job and one thousand applicants, they understand they may not be called in for an interview. But, by not getting any sort of acknowledgement of response from the company, this comes across as quite disrespectful. It gives the impression that an organisation does not value its employees, or those who would like to work there. Its even worse when a job applicant has taken time out of their diary to meet with a company for one or more interviews. It is completely unprofessional to just ghost someone after they took time out of their day, and often taking half a day annual leave, to meet with you. The least you can do is take 2 minutes and provide them with some feedback on why they were not selected.
Automate feedback at the application stage
The truth is that most recruitment systems and job websites provide employers with all the tools to provide feedback to all who apply. Usually in a very user friendly and simple way. It’s very easy to have an automated message respond to each application saying something along the lines of “Thank you for your application, we appreciate you taking the time to apply to our company, it means a lot to us. Unfortunately, due to the large volume of applicants, we may not be able to give you a personalised response, but please be assured someone will review your application.”
Then once the application process is complete, it is also incredibly easy to just hit the mass reject button and send everyone who applied, but did not get invited to an interview and they can receive a note that says “Thank you so much for your application. We received a large response to our job advertisement and have now made an offer to our preferred job applicant. Unfortunately, we were unable to connect with you in person for this role due to the strength of applications, but hope you will consider applying again in future and we wish you luck in your continued job search.” It would literally take a company about 5 or 10 minutes to set the required templates up and be able to ensure all applicants get a response.
Personalise Interview Feedback
Finally, its important to provide specific feedback to any job applicant who you interview. This is basic professional courtesy. If someone took some time out of their day to meet with you, the least you can do is thank them for their time and tell them why they did not get the job. The best feedback is honest feedback. But note, that honest feedback does not need to be insulting feedback. There is a difference between saying someone’s technical skills are rubbish and telling them, their skills are not as strong as other applicants. But you need to provide them with a reason as to why they are not going to be offered the job. Sometimes, the applicant may be great but there is just someone better, other times they may lack a certain skill, or specific experience. Whatever it is, if you want to provide a better candidate experience and not harm your employer brand, you should tell them.
*If you would like a personal coaching session via zoom with myself to help you or your organisation to improve candidate experience and boost its employer brand, you can reach out to me directly by sending me a message on social media or the “contact” page on my website to organise a session