Similarly, but affecting different parts of the process, user experience (UX) and candidate experience (CX) are among the most important elements of streamlining your volume hiring process.
First up, let’s investigate the candidate experience.
CX focusses on the “front end” or applicant-facing side of your system. Before we delve into the depths of strategy and usability for your candidates, let’s look a quick definition.
Now we’ve clarified what we mean by the candidate experience, it’s time to put our knowledge to use and dig a little deeper into the importance of this first aspect of volume hiring.
Why is the candidate experience important?
As we looked at in our recruitment marketing guide earlier in the year, a candidate is 38% more likely to accept a job offer if they enjoyed a good candidate experience.
Beyond this, the candidate experience holds a vital correlation for the quality of candidates applying for your positions. So whether you’re hiring a single MD or 2,000 Supermarket Assistants across the country, ensuring the application process is quick, slick, and easy to follow will ensure the best candidates for the job follow through on their intent to apply.
How can the quality of the candidate experience be measured?
There are a few indicators of candidate experience you can keep an eye on within your own process, including:
- Job advert click-through rate
The candidate experience begins at the moment they see your job ad online. Unless you’re paying for your slots, you won’t necessarily have access to the number of impressions your post has received (aka, how many times your post has been seen). However, you should be able to get an idea of how many candidates click through into your actual job description.
While this will provide a good indication of how many applicants are interested in your job (which is also an indication of how enticing your job titles and snippets are), the main thing you want to be looking out for is how many of those people click the apply button.
Number of people who view your job description ÷ 100 x clicks to your apply button = click through rate
An important metric in high volume hiring, your applicant drop off rate will help you to understand how easy it is to apply for your vacancies. An applicant drop off rate can be defined as the percentage of candidates who begin filling in an application form but do not complete it. According to Glassdoor, the typical applicant drop off rate (as of 2018) is 80%.
Although it may seem tempting to make applications more difficult to essentially filter out those who aren’t serious about the job, this can be highly counterproductive. The harder it is to apply, the higher your drop off rate will be. There are a few ways to access this information. Google Analytics is one place you can find this information. Alternatively, your ATS should provide this reporting functionality. In Kallidus Recruit for example, it can be found in Submitted vs Unsubmitted applications.
- Rate of offer acceptances
As we mentioned earlier, applicants who enjoyed a good candidate experience are 38% more likely to accept a job offer. In high-volume hiring, you are bound to get some candidates who don’t take the jobs. After all, the circumstances of high-volume hiring are often for seasonal temp roles, the candidates for which will likely be applying to a wide range of vacancies.
However, with such a high volume of applications and job offers, this type of hiring provides you with a large set of data and statistics. If the majority of candidates who are offered jobs with you accept them, chances are your candidate experience is strong. If, however, you’re starting to see rejections increase, it may be time to reassess the application process and candidate experience for your vacancies.
Now we’ve looked at the candidate experience and the impact this has on the volume hiring process, let’s dig a little deeper into the user experience (UX) and what that means for those in charge of running your volume hiring campaigns.