candidate experience makes a candidate apply for a job again

6 Factors That Make Your Candidates Want to Apply Again

And why they matter to you

Did you know that 22,7% of the candidates do not want to apply for another position at the same organization after being rejected in the recruitment process?

22.7% represents almost one fifth of the candidates, and is based on feedback from hundreds of thousands of candidates collected between January and June 2019. Losing these candidates means that a company is missing out on the opportunity of recruiting them for another position in the future. What if that candidate would be the perfect match for another position or that the timing just was not right this time? In order to avoid missing out on all these talents, this article will provide you with 6 factors that create a positive candidate experience and makes your candidates eager to apply for a position at your company again.

You might think that providing feedback to the candidates after the rejection is the most important factor to attract candidates to apply again. And yes, it is a very important part. However, the most important reason for why candidates want to apply again is the response during the actual recruitment process. But which parts of that are the most valuable to create a great candidate experience?

What 6 factors that make candidates eager to apply again!

  1. The candidate gets the opportunity to show their competences
  2. The candidate is involved and get to know how the recruitment process work
  3. The candidate get notified about their stage in the process
  4. The candidate is pleased with the feedback
  5. The communication reaches the expectations of the candidate
  6. The candidate is treated professionally

1. The candidate gets the opportunity to show their competences

Increase the quality of the candidate experience by offering the candidate the opportunity to show their competences and skills, for example through a competency based recruitment process or by asking if the candidate has something more that they would like to tell you before ending the interview.

2. The candidate is involved and get to know how the recruitment process work

Be transparent during the recruitment process and keep the candidate updated about their status during the recruitment, not only when rejecting or not rejecting the candidate.

3. The candidate get notified about their stage in the process

Always give feedback to your candidates and do not postpone this! 85% of candidates expect feedback within two weeks and a majority of these within one week. Data from Trustcruit shows that the candidate net promoter score lands on -22 when a candidate receives a rejection instead of -45 when they get do not get any feedback at all. It is therefore of high importance for the candidate experience to notify and give feedback.

4. The candidate is pleased with the feedback

How the feedback and response to the candidate is communicated is of high importance. In what way have you communicated the rejection? In what way has the information been formulated?

5. The communication reaches the expectation of the candidate

Different target groups have various expectations. Get to know your candidates! What do they expect from you?

6. The candidate is treated professionally

Keep the communication and response professional! Keep the time schedule and keep your promises. Also, keep your communication clear and continuous to avoid misunderstandings between you and the candidate.

Why are these 6 factors important?

six reasons candidates not apply again

Data shows the following:

  • 30% of the candidates would not apply for a position at the same organization again if they felt like they did not get the opportunity to show their competences.
  • 31% of the candidates would not apply for a position at the same organization again if they did not get insights about how the recruitment process works.
  • 31% of the candidates would not apply for a position at the same organization again if they have not gotten a response about if they have been rejected or not.
  • 34% of the candidates would not apply for a position at the same organization again if they are not satisfied with the response.
  • 37% of the candidates would not apply for a position at the same organization again if the communication does not correspond to their expectations.
  • 39% of the candidates would not apply for a position at the same organization again if they do not feel like they have been treated professionally.

As presented by the data above the different factors are considered to be of slightly different importance. However, it is clear that all of this is of fairly big importance for candidates that take part in a recruitment process. In order to not miss out on all the competences of the candidates that have been rejected before you need to focus on the creation of a positive candidate experience.

By focusing on these 6 factors you are one step ahead towards a recruitment process where 10 out of 10 candidates remain recurrent and where your organization has greater abilities to achieve an even more successful recruitment process in the future and a better candidate experience.