RNN is pleased to present the series "CandE Research Takeaways". For more of the series - and other great recruitment marketing and employer branding content - please visit here.
Talent Board’s 2020 research reconfirms something surfaced by our annual surveys year after year: feedback loops create a more positive candidate experience and earn employers more positive reviews. Regardless of these benefits, many companies have yet to leverage feedback loops to their full potential.
It makes no difference whether you’re hiring in North America, Latin America, EMEA, or APAC. Candidates want to give and receive feedback at every stage of their journey. Feedback helps them understand exactly why they’re moving or not moving forward in your recruiting process, which can make a huge difference in how they perceive and rate the experience you provide.
Incorporating feedback loops into your recruiting process also makes it more engaging and personal for candidates. The feedback you give and take (ideally, feedback should flow in both directions) might even be negative … but the fact that you cared enough to give and ask for feedback immediately distinguishes you from many other employers and enhances positive perceptions of your company.
Following are five feedback-related conclusions from our 2020 research:
Every year, people tell us they’ll take their alliances, product purchases, and business relationships to other companies as a consequence of negative candidate experiences. Given the strong connection between positive experiences and feedback, wise employers will commit to giving and taking more feedback in 2021 and beyond.
In my next post, I’ll focus on offer time and onboarding engagement. As always, if you’re interested in participating in our 2021 CandE benchmark research program, click here.
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