It’s not just recruiting and HR professionals who are burnt out today—applicants are also feeling the stress. New research on job seekers from ATS platform provider Employ found that 55% report the process to be somewhat or very difficult. Meanwhile, about two-thirds say they’re feeling burned out by looking for a job. Given that sentiment, it’s more critical than ever, experts say, for organizations to make their candidate experience stand out.
The study released this week highlighted the conditions facing job candidates:
- 82% worry about a “white-collar recession”;
- more than half say the job market is stagnant; and
- only 44% report it’s easy to find a job in today’s market.
Despite the pessimism, workers still want to be on the move: 85% are at least somewhat open to a new opportunity—motivated by factors like career advancement, flexibility, company culture and organizational leadership.
And they’re bringing evolving expectations about the candidate experience—which recruiters and HR professionals need to be mindful of, says Stephanie Manzelli, CHRO of Employ.
Here are three key takeaways for improving the candidate experience, based on what job seekers told Employ:
1. Keep things simple and quick
Today’s candidates, especially younger applicants, are both “value-driven and self-assured,” says Manzelli.
The Employ research, for instance, found that nearly 60% of workers expect an interview when they apply for a job and more than two-thirds anticipate landing a role after submitting about 10 applications.
“Today’s candidates see their time as valuable and expect to be treated with respect,” Manzelli says, noting applicants expect the candidate experience to be seamless and simple. “A fast and clear hiring process signals that an employer values job seekers from the start.”
Nearly three-quarters of those surveyed expect applications to take less than 30 minutes, and more than one-third would stop applying if it took too much time.
Candidates’ everyday experiences are heightening the need for speed: Technology and social media, Manzelli notes, have the world moving “a million miles a minute.” Candidates are used to instant experiences and communication, which has naturally extended into the job-search process.
“Long waits signal disinterest, and in a competitive market, top talent who want to move roles are not going to sit around,” she says.
That includes job rejections: Nearly 60% of applicants say they expect to be notified in three days or fewer if they didn’t get a job.
2. Be mindful of communication channels
Apart from an easy application process, strong communication from recruiters is another top factor that respondents say contributes to a positive candidate experience.
Most applicants prefer to connect with recruiters via email, instead of phone or in-person communication.
“You have to meet candidates where they are—mobile, on the go and juggling multiple open opportunities,” Manzelli says.
However, preferences do vary across industries and roles, necessitating a deep understanding of the candidate persona and how it meshes with company culture.
“Communication strategies need to reflect not just what the business wants to share, but also how and when candidates are most likely to engage,” Manzelli says.
When candidates are engaging face-to-face with recruiters, communication must be focused. Top indicators of a positive candidate experience include working with an attentive interviewer who has good conversational skills and asks strong questions.
“Candidates can tell when you’re being authentic,” she says, “and that absolutely must be an element of your communication strategy.”
3. Integrate tech to optimize the experience
Given job seekers’ emphasis on speed and simplicity in the candidate experience, automation and AI can provide significant help toward relieving bottlenecks, particularly around scheduling and initial contacts, Manzelli says. For instance, 51% of applicants cite flexible interview scheduling as a top influencer of a good candidate experience.
But, Manzelli cautions, personalization matters.
“Tech should enable faster, more human communication, not replace it,” she says.
Even though candidates are open to a tech-enabled experience—56% are comfortable or very comfortable with AI reviewing their resume—they still crave the human connection: Fifty-eight percent, for instance, report trusting HR more than AI during the application process.
“This is where the role of a recruiter must evolve,” Manzelli says, “to bring back social connection as the primary role, versus technical administration and processing.”
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