Don’t just delete those resumes or toss them in the trash.
The way you handle candidates during the recruitment process – even those you aren’t currently planning to hire – can have negative consequences for your company and its bottom line, according to the results of a CareerBuilder.ca study released May 28.
“Companies might not realize the impact it has on their business when they don’t respond to job candidates or fail to update them on the status of their applications,” said CareerBuilder Canada managing director Mark Bania. “Not only do candidates share these negative experiences on social media, but they are less likely to do business with the company in the future.
“So not only do employers risk losing potential customers, but they may be hurting their brand as well.”
In the past, a potential candidate would send in a physical cover letter and resume and would often receive a rejection letter if they weren’t selected for an interview. It is now more common for an applicant to apply for a job electronically and this often results in no response at all.
This all adds up to a negative experience for potential candidates. The study found that 23% of those who have had these bad experiences post about it online, and 38% say they are likely to stop purchasing goods and services from the companies.
Companies looking to increase their staff also make other costly mistakes, the study found. One way they might be missing out on good candidates is by not offering the opportunity to apply through a mobile device. Only 36% of companies allow candidates to search for jobs on a mobile device, while 55% of applicants expect to be able to apply in this manner.
This makes a bad impression, CareerBuilder.ca said.
“Providing candidates the ability to search and apply to jobs from a mobile device is one of the easiest ways to prevent candidate drop-off – and, in effect, letting quality talent slip through the cracks.”
As well, many companies don’t create talent pools from which to select candidates for future positions. Looking for applicants year-round, even when there isn’t a specific position open at that time, could save recruiting costs in the future. CareerBuilder found that 65% of companies that do this report shortened hiring times when positions do become available, and 54% say it decreased the cost of hiring.
The study looked at 400 employers and 500 workers across Canada.
