As an experienced Kansas City recruiting firm, Morgan Hunter knows the revolving door is circulating faster than ever in today’s economy. According to statistics, one third of new hires quit their jobs within the first six months. Likewise, 45% of workers will jump ship for a new job even if they’re happy in their current role. That means you need to always be recruiting and looking out for talent who could be a solid addition to your team.
But did you know that if your candidate experience isn’t up to snuff, then you’re missing out on top talent?
In fact, according to TalentPuzzle.com, 68% of job seekers will accept a lower salary if the employer makes a great impression during the hiring process.
Clearly the hiring process plays a critically important part in not just finding great candidates – but convincing them to work for you. So if your candidate experience needs some work, what can you do to improve it?
Here are several tips to help you:
Review your existing candidate experience.
You can’t fix a poor hiring process if you don’t know what’s not working. That’s why you have to carry out a review of it by putting yourself in the shoes of a candidate.
One way to do this is go to your career website and evaluate whether you find information quickly, if the site is simple to navigate, whether your could apply from a mobile device, how long the application process took and whether or not it was easy to complete. Once you know what areas need to be improved upon, you and other stakeholders can create a plan of action moving forward.
Talk to past candidates.
Ask candidates directly about their experience with the hiring process at your company. Specifically, reach out to those who turned down job offers so you can find out the reason and whether it’s due to the hiring process and candidate experience.
Keep in mind, if you’re going to spend the time to reach out to past candidates, just make sure you’re willing to act on their feedback and advice.
Find out areas to streamline.
One of the biggest complaints from candidates is a lengthy application process. But you don’t need to learn every detail about a candidate from the application process. You simply want enough detail to determine whether or not to move them on to the phone screen or interview process.
So make sure your application process is clear and efficient. Also, don’t require candidates to type in information that’s already on their resume. If you have analytics installed, look to your software to help you determine where you’re losing people.
Get help from experts.
Consider working with a recruiting firm who can help you craft a great candidate experience. They can spend time with you to learn about your company and its culture so they can best represent your opportunities to candidates.
Interested in learning more about how a recruiting firm can help improve your candidate experience? Call the experts at Morgan Hunter. Over the past 30 years, we’ve been recruiting high-performing professionals for some of Kansas City’s most respected organizations. We can help you source and hire the talent you need. Contact us today to learn more.