Surprising Statistics on Candidate Experience That Will Change Your Hiring Game

Your approach to recruitment can make or break your ability to attract top talents in today’s fierce job market. By prioritizing the candidate experience, you can set your company apart and secure the high-caliber talent you need to drive success.

Understanding the latest statistics and trends can give you the edge you need to attract and retain the best talents.

Why Candidate Experience Matters

Every interaction a potential hire has with your company—from the initial job search to the final offer—shapes their perception of your organization’s values and culture. A seamless, positive experience can enhance your employer brand, while a negative one can deter even the most qualified candidates. In fact, companies investing in candidate experience see a 70% improvement in the quality of new hires.

This is a game-changer in a competitive market where top talent has choices.

Key Statistics on Candidate Experience

1. Compensation Transparency

Candidates are five times more likely to click on a job posting that includes the pay range. Over 80% want to know the salary by the end of their first conversation with a recruiter. This statistic underscores a critical opportunity for recruiters to enhance engagement and trust with candidates. When you’re upfront about salary, you tap into a powerful motivator—salary is the deciding factor for 67% of job seekers.

2. Clear Timeline

83% of candidates prefer having a clear timeline of the hiring process. A defined timeline sets candidate expectations and eases their minds. Before you even think about posting a job opening, invest time in crafting a transparent hiring timeline for your team. Outline the number of interviews, their formats, the interviewers involved, and the intervals between each round.

3. Ease of Application

Nearly 30% of job seekers wouldn’t spend more than 15 minutes filling out an online application, although tolerance for lengthy applications varied by age. The data shows that candidates aged 25 to 34 are the most impatient, with 36% unwilling to spend more than 15 minutes applying. In contrast, 35% of millennials under 25 are more patient, willing to spend 45 minutes or more. While 60% of job seekers abandon applications due to length or complexity.

4. Role of Social Media

73% of job seekers aged 18-34 found their recent job via social media platforms like LinkedIn, Twitter, and Facebook in their job searches. These platforms are crucial for evaluating potential employers’ credibility and reputation. Moreover, over half of job seekers—52% –use four or more resources when looking for job opportunities. This shows a shift away from relying solely on one method. LinkedIn is particularly popular, with 75% of job changers using it to guide their career decisions. Additionally, hires influenced by LinkedIn are twice as likely to catch the eye of employers.

5. Employer and Reputation

A strong employer brand makes your company more appealing to job seekers. Consider these key statistics that show how much effort candidates invest in researching your company:

86% of employees and job seekers check company reviews and ratings before deciding where to apply.
75% of active job seekers are more likely to apply if the employer actively manages its brand.
86% of women and 67% of men in the U.S. wouldn’t join a company with a bad reputation.

6. Communication

One of the biggest frustrations of job seekers today is a lack of response from employers — cited by 52% of all job seekers based on a study by CareerBuilders. In addition, candidate resentment remains high based on a research by SHRM where 34% of candidates reported not hearing back from employers after 60 days, only 58% said they received an automated “thank you” message after applying, and most shocking, just 7% said they’d been notified that they didn’t get the job.

7. Top Priorities

Compensation, better work-life balance and flexibility continue to be the top three factors for candidates when considering a new job since 2022- based on LinkedIn Talent Drivers Survey. Flexible work arrangements are the third most common priority for job seekers and the most influential among the top three priorities. For many candidates, flexibility is a crucial factor in their decision-making process.

Compensation remains the most common priority, with 61% of people considering it a top factor. However, those who prioritize compensation are only 6% more likely to work at companies known for excellent pay, indicating that other factors also play a decisive role in their employment choices.

8. Human Touch

35% of candidates say feeling appreciated by a recruiter is critical in the hiring process. 94% of talent wants to receive interview feedback, but only 41% have received interview feedback before.

How to Create a Better Candidate Experience

1. Include Compensation in Job Postings

Don’t miss out on top talent by withholding this crucial information. By leading with transparency about compensation, you not only meet the expectations of the majority but also establish a foundation of trust and respect from the get-go. This is now more important than ever because most candidates want to know the salary early in the process and it keeps your company compliant with salary transparency laws.

2. Outline a Clear Hiring Timeline

Imagine the impact of making the job search easier for candidates by providing a transparent timeline. Before posting a job opening, outline the entire process for your team: How many interviews will there be? In what format? Who will conduct them? How long will you wait between each round?

By clearly communicating this information, you set candidates’ minds at ease, demonstrating your organization’s commitment to a smooth and respectful hiring journey. This simple yet effective strategy not only attracts top talent but also enhances your reputation as an employer of choice.

3. Simplify the Application Process

Streamline your online applications to make it simpler and more straightforward can significantly boost engagement and attract more qualified talents. By respecting candidates’ time, you can enhance their experience and increase the likelihood of securing the best candidates for your organization. A shorter, more efficient application will not only meet the expectations of younger candidates but also reflect positively on your organization.

4. Leverage Social Media

With 73% of young job seekers finding jobs via social media, maintain an active and engaging presence on different social media channels to showcase your company culture and job openings. From building trust to expanding networks, its impact on the hiring landscape is undeniable. Don’t miss out—leverage the power of social media to discover your next hire.

5. Enhance Communication

An overwhelming 81% of job seekers say employers communicating continuous status updates would greatly improve their overall candidate experience based on CareerBuilder survey. Ensure candidates are updated at every stage of the process by using a prompt and professional manner of communication. Implement a policy where every applicant is notified of their status, even if they are not selected.

6. Build a Strong Employer Brand

A positive reputation influences a staggering 84% of candidates when it applying for jobs. Highlight your company’s values, culture, and commitment to talent development. Actively manage your online presence, encourage positive reviews, and ensure your company is seen as a great place to work. Encourage current team members to share their experiences online to build a genuine employer brand. By doing so, you’ll not only attract more applicants but also gain the trust and interest of the best candidates.

7. Show Appreciation

Make candidates feel valued throughout the process. Personalized messages, timely feedback, and a respectful approach can make a significant difference. Highlight a positive observation that stood out to you during the interview. Thank each candidate for their time in applying and interest in joining your company.

Take Action To Boost Your Hiring Success

Rethink your current recruitment strategies and be intentional with creating an exceptional candidate experience. By implementing these best practices, you not only attract high-caliber talent but also build a resilient and positive employer brand.

Don’t let outdated recruitment methods hinder your growth. Invest in creating an exceptional candidate experience to enhanced the way your company attract and retain the best talents for long-term success. The future of your business depends on the talent you bring in—make every interaction count.

If you need help or resources to get started, feel free to reach out at info@workfromph.com.

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