More than nine in 10 (92 per cent) of jobseekers in the United States have experienced poor recruiting practices at some point in their career — and 49 per cent have turned down an offer from a company because of that experience, says a survey.
Nearly seven in 10 (67 per cent) gave up pursuing a role because the recruiting process took too long while 61 per cent simply stopped hearing from an organization during the hiring process, found the PwC Future of Recruiting survey of 1,000 respondents.
“Delivering a poor recruiting experience does far more damage than simply give one candidate a negative impression of your company. It can cause lasting reputational harm and even hurt your chances of hiring the workers who are hardest to find,” says the study.
Close to four in 10 (39 per cent) of candidates say that if they’re turned down during the interview process, they would want to hear from someone they interviewed with, while 78 per cent would like an explanation and some feedback.
Data privacy
Candidates are also concerned about how their personal and social media data may be used, with 77 per cent saying they wouldn’t apply for a job if they felt their privacy and information wasn’t protected.
About eight in 10 (78 per cent) expect the recruiting process to be clear on how their personal data will be used while 81 per cent would be willing to share their social media data with a potential employer if the right privacy measures were in place.
Half (50 per cent) of them would also be willing to do it if that helped potential employers determine a better job and organizational fit.
Automation
Candidates expect a seamless digital experience when applying for a job, but it’s not a differentiator that makes them want to come work for your company, found PwC.
Nearly half (44 per cent) are open to using automation and technology options for routine touchpoints and to get information during the recruiting process while 65 per cent would like employers to have an application dashboard so they can see where they are in the process.
“To be clear: Technology does and should play an essential role in recruiting. But aim for the human side of it. When it comes to hearing from a recruiter, for instance, job seekers said they prefer email or phone calls over chatbots or robocalls — technologies where there’s clearly a person on the other end,” says the study.
