If you don’t give feedback after an assessment centre there's a 93% likelihood the candidate will not use the company again.  It's hard to make the case clearer for ensuring that you have a great candidate experience. This speaks particularly for consumer facing businesses but also translates in to future application decisions. The average graduate programme receives several thousand, sometimes tens of thousand, applications each year. If their first interaction doesn't match their expectation or your brand promise, the affect is long lasting and far reaching. 

Layer the current Covid-19 environment on top and candidate experience takes on even more significance. 

There's reportedly a 50:50 split between organisations globally who are hiring and on a hiring freeze. Where hiring is still happening it is faster and using technology in an unprecedented way. Prone to poor candidate interactions. Where hiring is frozen, restructures mean moves still happen internally and as turnover is costly, these moves need to be seamless.   

Candidate experience post Covid is relatively unknown. There are three main economic forecasting models that could occur. All feature growth just at different speeds. Being prepared for rebound is essential, as will be able to scale or adapt as the recovery unfolds. 

The challenge is that our research showed that only 6% of recruiters discuss performance against candidate experience metrics as part of a formal review. 

Given how important it is, it's not part of how we think in recruitment. 

I'll be discussing this and more with John Owens, RBS, and Nicola Sullivan, Meet & Engage in our upcoming webinar/live chat. Please do join us. 

April 28th. 1230pm GMT. Register here.