Candidate resentment in the job market is on the rise, according to the latest Global Candidate Experience Benchmark Report. This global candidate experience study reported that candidate resentment has increased by 40% since 2016.
What is Candidate Resentment?
According to the report, candidate resentment can be defined as “the percentage of candidates who said they had a poor candidate experience and are no longer willing to engage with those businesses and brands they had applied to.”
This significant and consistent rise in dissatisfaction underscores the urgent need for companies to address these issues.
Why is Candidate Resentment Growing?
In the last 5 to 10 years, the job market has experienced a significant power shift, with candidates now wielding more influence than employers. This change is primarily due to the influx of Gen Z workers and the retirement of baby boomers, resulting in evolving job expectations and necessitating business adaptation.
Candidates’ frustrations with convoluted application processes, resume “black holes,” and poor communication are negatively impacting their perceptions of organizations. These negative perceptions tarnish business reputations and hinder recruitment success, as fewer candidates consider these companies desirable employers.
To better understand this trend, let’s look at some current statistics and what TA teams can do to reduce candidate resentment and build a great candidate experience.
The Data on Candidate Resentment
Impact on Employer Reputation: Negative candidate experiences can severely impact a company’s reputation:
- 56% of candidates said they would discourage others from applying due to bad recruiting experiences.
- Negative reviews on job searching platforms such as Glassdoor deter up to 76% of potential applicants from applying to the company.
Business Consequences: Poor candidate experiences can lead to direct business consequences:
- 63% of job seekers would reject a job offer due to a bad candidate experience.
- 50% of candidates would not purchase goods or services from a company after a negative job application experience.
Application and Communication Issues: Many candidates face frustrations with the application process and lack of communication:
- 76% of job seekers are frustrated by not hearing back after submitting an application, which they find more annoying than not hearing back after a first date.
Candidate Expectations: Candidates expect timely and transparent communication and will exit a hiring process that does not provide this.
- 66% will move on to other opportunities if they do not hear back within two weeks.
The Impact on Candidates
Complex and Lengthy Applications Frustrate Job Seekers
One of the main reasons for candidate frustration is the complicated and time-consuming application processes. Many candidates feel like their resumes get lost in the aforementioned resume “black holes” — when they submit a resume but never hear back on the status of the role after they hit apply. And the application process itself can be difficult to navigate. It’s worth repeating that a staggering 60% of job seekers have abandoned a job application due to its length and complexity.
In response, many teams are adopting an approach of leveraging talent community forms to capture candidate interest quickly with short, easy-to-complete forms, while also innovating their approach to the application process itself.
Lack of Communication Leaves Candidates Feeling Ignored
A significant factor contributing to candidate resentment is the lack of communication from employers. Many job seekers report being “ghosted” by companies – this means they never hear back after submitting their application or after an interview. This lack of feedback makes candidates feel ignored and undervalued. Proper communication is key to making candidates feel respected and informed about their application status.
To address this challenge, companies are finding ways to leverage technology that enables more communication touchpoints across the candidate journey.
Unclear Job Details Cause Mismatched Expectations
Job postings often fail to provide clear and detailed information about what the job entails. This lack of transparency can lead to mismatched expectations, where candidates feel misled about the nature of the job they are applying for. Even though companies are working hard on improving their employer branding, these issues still harm their reputation among potential hires.
A career site that offers robust, engaging, and informative job postings and tells a clear and compelling story about what it looks like to work within the organization can help align candidate expectations and create a better experience.
Pay Discrepancies Create Negative Company Perceptions
Pay is always a crucial factor for job seekers. Candidates are aware of the market rates and expect fair and competitive compensation. When there is a discrepancy between what is offered and what candidates expect, it can lead to negative perceptions of the company. Moreover, the increasing trend towards contract and freelance work while offering more flexibility, can also create uncertainty regarding job security and benefits.
Automated Systems Make Candidates Feel Detached
While technology has made the recruitment process more efficient, over-reliance on automated systems without personal interactions can make candidates feel detached and unimportant.
It’s important for companies to balance technology with human touchpoints. Personal interactions, like phone calls, or video messages, can greatly improve the candidate experience by making them feel valued and understood.
High Demand for Remote Work Continues
The demand for remote work remains high. Many candidates prefer remote positions because they offer a better work-life balance and save on commuting costs. However, some companies are slow to offer remote work options, which can turn away potential candidates. Remote work also allows companies to tap into a global talent pool, which can be beneficial for both parties.
Key Strategies to Reduce Resentment and Attract Top Talent
To reduce candidate resentment, companies need to focus on several key areas to address negative applicant experiences:
- Clear Communication: Keeping candidates informed about their application status is crucial. Even a simple acknowledgment email can make an enormous difference. Providing feedback after interviews, whether positive or negative, helps candidates feel respected and gives them insights for future applications. One study showed that candidate resentment decreased by 29% when employers give candidates honest feedback on qualifications and job fit when they are not a good match for an organization.
- Simplified Application Processes: Streamlining the application process can help reduce frustration. User-friendly application systems that are easy to navigate can make a big difference. Clear instructions and requirements in job postings can also help set the right expectations.
- Transparency in Job Descriptions: Providing detailed and honest job descriptions helps candidates understand what the job entails and what the company expects. This reduces the chances of mismatched expectations and helps candidates better prepare for the role.
- Competitive Compensation: Offering fair and competitive pay is essential. Companies should regularly review and adjust their compensation packages to align with market rates and ensure they attract top talent.
- Human Touch in Recruitment: While technology can help streamline the recruitment process, it’s important to include personal interactions. Video messages, phone calls, or personalized emails can make candidates feel valued and connected.
- Remote Work Options: Offering remote work options can attract a wider pool of candidates. Remote work provides flexibility and can help improve the work-life balance for employees, making the company more attractive to potential hires.
Conclusion
Managing candidate resentment is challenging, but it’s crucial for companies that want to attract and retain top talent. By improving communication, simplifying application processes, providing clear job descriptions, offering competitive pay, incorporating personal interactions, and offering remote work options, companies can create a better candidate experience. This not only helps reduce resentment but also enhances the overall reputation of the company as an employer of choice.
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