In the quest to significantly augment numbers or build capabilities in a region, companies must consider the bigger picture, especially from an employer branding perspective.

An ATS (Applicant Tracking System)-driven approach highlights the critical importance of feedback cycles in the recruitment process.

The Numbers Game

To hire 100 staff, a company might need to:

• Take 800 candidates through multiple interview stages.
• Submit 1,500 candidates for line management feedback.

This means that for every 100 hires, approximately 1,400 candidates will have reviewed the job description, engaged with the company’s materials, attended interviews, and possibly completed technical assessments, only to be declined. These 1,400 candidates are left to deal with disappointment.

The Impact of Feedback – or Lack Thereof

Ignoring the feedback cycle can have severe repercussions:

• Frustration and Disappointment: Candidates invest emotional energy and time into the process, only to receive nothing in return.
• Missed Learning Opportunities: Without feedback, candidates cannot improve for future opportunities.
• Negative Word of Mouth: Frustrated candidates will spread the word about their poor experience, advising others to avoid applying. This bad news spreads quickly and virally.

Companies that neglect candidate feedback risk developing a negative reputation. Poor feedback practices can lead to a tarnished employer brand, making it difficult to attract quality talent in the future. This will slow down the recruitment process, affect the quality of submissions, and reduce conversion rates.

Long-Term Vision

Companies should adopt a long-term perspective, being good stewards of the candidate markets they wish to capitalize on. Candidates rejected today, who just missed the bar but demonstrated a positive attitude, could be future hires. Leveraging this positivity and retaining data on these candidates can foster a culture of continuous improvement.

Providing feedback to all submitted candidates, especially those interviewed, is not only common courtesy but also makes perfect sense from a brand perception and data analytics standpoint. It helps in taking a forensic view of the market for future hires, contributing to sustainability.

Best Practices

Every candidate deserves decent feedback. This is crucial for maintaining a positive employer brand and fostering a respectful recruitment process. Employers should ensure that every candidate receives feedback, as it benefits both the candidates and the company.

Final Advice

Find a service provider that guarantees comprehensive feedback services. It is more than worth the investment, ensuring a better market environment for all stakeholders.

By embracing these practices, companies can significantly enhance their reputation, improve candidate experiences, and secure better quality hires in the long run.