In today's competitive job market, one aspect that holds significant sway over the success of hiring endeavors is often overlooked: the candidate experience. Organizations invest substantial resources in their efforts to attract top talent, yet they often falter when it comes to creating an applicant experience that candidates will find enjoyable rather than tiresome. A recent SIA study has unveiled alarming statistics, highlighting the urgent need for businesses to prioritize and enhance their candidate experience in order to curb applicant attrition.
A study conducted by the Staffing Industry Analysts (SIA) sheds light on the existing gap between candidates' expectations and the reality of their recruitment experiences. According to this research, a mere two out of ten candidates would rate their recent recruitment experience as excellent. If employers wish to retain their top prospects and avoid unnecessary attrition, addressing this statistic should be a top priority.
One of the key elements that candidates consider when evaluating job opportunities is a company's mission, purpose, and values. These aspects provide insights into a company's culture and long-term vision, making them vital considerations for prospective applicants. Surprisingly, a mere 48% of employers include this crucial information on their career sites. This causes an issue for companies, particularly in industries like CX and call center staffing where experience is a critical part of business. By neglecting to communicate these defining aspects of their organization when companies look to hire contact center talent, companies risk losing out on candidates who are seeking alignment with their personal values and aspirations.
Clear communication about the stages of your recruiting process is another pivotal factor in the applicant experience equation. Candidates who are kept in the dark about the various phases of their application journey can become frustrated and disheartened. Shockingly, less than 30% of employers in the SIA study provided a clear outline of their recruiting process. The lack of transparency can lead to confusion, anxiety, and eventually attrition as candidates opt for organizations that offer more clarity and straightforward communication.
Candidate attrition can have far-reaching consequences for organizations. High attrition rates not only increase recruitment costs but also hinder team productivity and morale. Furthermore, a negative candidate experience can tarnish a company's reputation, deterring potential future candidates from even considering applying the next time the organization attempts to hire qualified staff. A poor applicant experience often reflects an organizational culture that is indifferent to its employees' needs and aspirations, potentially leading to higher employee turnover as well.
In an era where attracting and retaining top talent is fiercely competitive, the significance of a positive candidate experience cannot be overstated. The aforementioned statistics from the SIA study serve as stark reminders of the existing gaps in candidate experience. As a specialized CX and remote staffing provider, CXninja’s proprietary talent cloud facilitates a welcoming, transparent, and individualized candidate experience. This platform incorporates a range of sophisticated features including continuous communication, AI support, welcome videos, and engaging interactive assessments. These features enable companies to prioritize transparency and communication, reduce candidate attrition quickly, and foster a stronger talent pipeline.
For more information on how CXninja can help revitalize your company’s candidate experience and reduce applicant attrition by up to 81%, CLICK HERE.
Attrition in a call center can have far-reaching and damaging effects on the operations, productivity, and bottom line of the organization. In this blog post, we discuss the five main reasons why attrition is so detrimental to a call center, and why it is essential to manage it effectively.
The objective of the proprietary CXninja software is to remove the inefficiency and human-error inherent in the manual process of recruiting, hiring and onboarding customer service agents. Using traditional means, completing the hiring cycle can typically require as many as 45 days. The automated CXninja platform enables organizations to source, screen, select, and onboard new agents in approximately two weeks.
In the fast-paced world of CX hiring, it is critical that businesses put their best foot forward with prospective candidates by offering them an efficient and transparent applicant experience. Failing to do this will lead to lower candidate engagement, higher attrition, and a damaged brand reputation. Learn more about how to improve the candidate experience through a more expedient hiring process.