You’ve probably just about had it with the “candidate experience.” It’s not a newfangled technique nor is it a recently discovered topic. It’s over, you know what you need to do and you’re ready for real groundbreaking news, not the same ol’ catch phrases. Unfortunately, though you might think it’s old news, your recruitment and hiring process might actually be saying otherwise as nearly 60% of candidates in one survey reported having had a poor candidate experience in their career search.
Sure, explain that statistic away. Expect that you are in that 40% with an amazing application process that attends to the needs and desires of your perfect candidate. If someone asked you what candidates want, would you have the right answer? Chew on this: 55% of employers think candidates want a better online application or interview process while 60% of candidates are looking for better communication during and after the application.
The point here is that, given our best shot, we probably will never stay ahead of the candidate. We can guess and with more focus on engaging and exciting job seekers, our improvements probably hit most of the mark, but to be more efficient, it might be time we shift our attention. The candidate experience is and will always be important, but the employee experience could be the answer to enjoying a productive workforce that attracts qualified talent. Win-win.
Tweet This: Nearly 60% of candidates reported having had a poor candidate experience in their career search.
What is Employee Experience?
One of the most important rules of relationship building is that you cannot be happy with someone else if you aren’t happy with yourself. The advice should be applied to more than just romantics. The employee experience is the consideration of what your employees need and want to do their best work.
If employees aren’t happy and turnover is high, then creating an amazing candidate experience won’t fix it. In fact, it will probably make things worse, as more and more people enter the company excited about the job and culture only to feel let down by what’s actually waiting for them.
And your people will talk, especially about the not so great things. The world is decreasing in size and one of the most discussed byproducts is an obsession with sharing our thoughts on everything, including employment. The survey mentioned prior found 72% of candidates shared their negative experience online or with someone directly. Even more, before even applying to an organization, 61% of Glassdoor users admit to reading company reviews and ratings.
Building an Employee Experience Worth Positive Reviews
At the phrase, “what employees want,” your mind has now traveled to ping pong and pool table land where free food is plenty and in-office pets roam. What should come to mind is carefully delivered feedback, organizational structure, leadership styles, development opportunities and compensation. While perks can help morale, it’s actually the dedication to supporting employees that push employees to do their best. And that doesn’t mean more money either:
- Peers and camaraderie are the top reasons employees go the extra mile (not money)
- 66% of employees surveyed valued learning over monetary compensation
- 65% of Americans would choose a better boss over a raise
The thing about building company culture is that your organization is unique. You can read every article, know every statistic and even reach out to mentors, but at the end of the day, your employees hold the key in making the most beneficial and successful employee experience. Start conversations, either by surveying employees or holding team meetings and focus groups. Pay close attention to the tools (technology and otherwise) as well as the physical environment, too. Those details affect employee experience as well.
Not every organization is the same and not all budgets are created equal, but that is exactly the advantage you need. Smaller organizations are usually more successful at creating close-knit bonds, while larger organizations have the funds to offer perks, training opportunities and leadership programs. Remember, size does not mean you will do either better than the other. Large organizations can offer all the big ticket items and still have unsatisfied employees, just like some smaller organizations can lack transparency and trust. It’s all about keeping a pulse on your organization.
Tweet This: 32% of #recruiters believe the best quality hires come from employee referrals. Do you agree?
Translating Employee Experience to Recruitment Opportunities
The simple fact is when you build a positive employee experience, your employees are more engaged and excited to brag about your company as an employer. They may choose review websites, they may use their personal social media pages and they may simply strike up a conversation with someone on the bus. In any case, your employee becomes a living, breathing, walking, talking billboard. Focusing your attention on that experience means building something your employees thrive on and are proud to share with their networks. Plus, 32% of recruiters believe the best quality hires come from employee referrals.
Love your company culture but struggling to find the candidates that fit? Elevated Careers by eHarmony can help connect you to qualified talent with which your organization will have real chemistry.