Removing Unconscious Bias from your Recruitment Process
As the talent crisis continues to make headlines and the number of unfilled roles increases, the Talent Acquisition and Recruitment community have begun to focus on improving the candidate experience.
A survey by Career Builder found that 78 percent of candidates believed that the overall candidate experience indicates how a company values its staff. Further, the same survey also found that 86 percent of job seekers feel that they should be treated in the same way as existing employees.
The results of the Career Builder survey are revealing, illustrating the candidate’s desire to be treated more like existing employees throughout the recruitment process.
Why should your hiring solution support superior candidate experience?
It’s essential to ensure that your chosen recruitment solution offers a superior candidate experience. Partnering with a Recruitment Process Outsourcing (RPO) provider could be the best way to be sure that your candidates are well treated and valued as they deserve during the recruitment process.
When you’ve gone through a typical recruitment process, have you experienced,
- Being ghosted by the Recruiter or organisation with your calls and emails ignored?
- A complex and difficult to navigate online application process?
- An impersonal, almost robotic hiring process?
- Felt marginalised or excluded from the recruitment process?
If you answered yes to any of the above, then, like millions of other job seekers, you’ve had a poor candidate experience.
Those millions of poor experiences have consequences, impacting employer branding, bottom line and limiting your ability to attract skilled talent. However, organisations who believe that candidate experiences are unimportant as long as their hiring outcomes are achieved are being short-sighted, here’s why.
When a candidate is treated poorly during the recruitment process, it directly impacts two key hiring metrics, offer acceptance and retention.
Korn Ferry’s research showed that 52% of candidates who have a poor experience during the recruitment process wouldn’t accept a subsequent offer. Additionally, a bad experience will hurt your brand reputation as frustrated candidates talk, and candidate turnover will often increase.
Conversely, a positive candidate experience will build goodwill for your organisation as happy candidates will spread the word about their experience. Your reputation as a great employer will help you attract more higher-quality candidates with improved hiring outcomes. Other benefits of providing a positive experience when recruiting include reduced time and cost of hiring and attraction of the best candidates on the market.
How to maximise candidate engagement and care throughout the RPO journey
Tanyth Lloyd, VP for Client Success, Innovation and Operational Excellence for Korn Ferry’s Australian and NZ business, advises looking for an RPO provider with a candidate-centric model.
They need to put the candidate at the heart of the recruitment process to achieve this using the following four steps.
- Configure the talent acquisition engine – the right people, processes, and tech need to be in place to provide exceptional candidate care. By identifying the ideal candidate journey, you can put in place the processes that will support that journey. This isn’t just about the tech but how people inside and outside the organisation will use the solution.
- Adapt to the candidate experience – different levels of candidates require different approaches. For example, executives have different expectations from first jobbers, and tech candidates want something different from marketing applicants. So tailor your hiring not only to each role but to each candidate.
- Refine your hiring tech – by optimising your RPO hiring technology, you can achieve the right blend of technological efficiency and human touch. For example, utilising chatbots to help with high-volume or specialised hiring allows for 24/7 support or assists the managers in collating feedback, guiding candidates, and personalising communication.
- Treating candidates as employees – or employee-elect lets you give each candidate the treatment your existing employees receive. This has a twofold benefit; successful candidates already feel they are a part of the team, and unsuccessful candidates will still have a positive impression of the organisation.
A positive experience for candidates can be achieved by keeping the application process as simple as possible and communicating with candidates frequently, so they are always in the loop.
Meeting diversity, equality and inclusion goals through RPO
Tanyth Lloyd says, ‘Prioritising DE&I isn’t just the right thing to do, it’s the smart thing to do’.
Research backs this up, showing DE&I can lead to 70% higher growth, 36% better profitability, 75% faster time to market and a 19% boost in innovation.
Areas of the recruitment process that often cause DE&I issues include using the wrong type of content in the job ad – too masculine or a long laundry list of requirements that may be in a format not appealing to female applicants. In addition, to avoid promoting bias through incorrectly constructed candidate assessments, use a data-driven approach to minimise bias.
At Recruitment on Demand, we proactively focus on building diversity into our talent pipeline to mitigate these risks.
Given the problems businesses face recruiting talent for their open vacancies, improving candidate experience seems to be a sensible approach. Traditional recruitment processes can lead to a non-candidate centric outcome which can affect the success of recruitment campaigns and impact a company’s reputation as a company to work for.
RPO providers inherently offer candidate’s a positive experience through enhanced communication and using technology to simplify the application process and make it as candidate friendly as possible.
If you want to promote a positive candidate experience when you next recruit, let’s talk.
You can call us on 01252 624 699 or email us at firstname.lastname@example.org