Robert Half reported that in Singapore, the three biggest frustrations job seekers often face are slow feedback, poor communication, and delayed decision-making. Among 500 jobseekers across Singapore, Nearly half respondents cited that slow feedback from prospective employers about progress through the applications process to be their biggest concern. Meanwhile, 44 percent cited poor communication to be their biggest complaints, followed by delayed decision-making (44 percent), multiple job interviews with the same employer (41 percent), and difficulties scheduling interviews (25 percent) as the least complaint.
The impact of bad recruitment process
Bad candidate experience can frustrate and anger talents which will lead to a significant portion of a hampered company’s image. Poor candidate experience will also affect your future job ads engagement. According to CareerBuilder survey, disillusionment as a result of bad hiring experience could lead to losing out potential future talents as 42 percent of those who experience bad hiring experience have decided to never seek employment at the same firm.
Employers will also lose referrals from the 22 percent of candidates who will now tell friends and colleagues, the survey found. Thus, employers will not likely receive job applications from individuals who read negative reviews on social media posted by your disillusioned candidates or employees.
How to improve your recruitment process and candidate experience
Step 1 - Establish next steps
Make sure that candidates do not leave an interview wondering whether the hiring manager would give further information or not. That said, there should always be a clarification after every interview or process about the next step of the hiring process. Let your candidates know - and not wonder - what will happen next. This will set expected time frames and action points for both parties.
Step 2 - Initiate and do the follow-up
There is no harm in giving a call or message for a follow up to your candidates, be it bad or good news. While job seekers are encouraged to follow up an interview 48 hours later with a simple thank-you note to demonstrate their on-going interest in the position, recruiters can as well take the step to show seriousness in hiring top-tier.
Step 3 - Deliver the truth
After the hiring processes are done and discussion among the decision-makers are conducted, the final decision will be made. Make sure that when delivering the news, be it good or bad one, recruiters do not delay the information. As well as possible, notice those who are not selected from the beginning of the process. It will give clarity and time for candidates to proceed to other job searchings.