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Improve Your Company's Image — Just Respond To the People Who Would Love To Work For You!

What is one of the most frustrating things we experience? Not getting a response by text message or email when we think something is really important. For companies that want to improve their brand awareness, increasing the response rate to applicants can be a huge and affordable positive.
55% of applicants said doing their taxes was easier than searching for a new job.According to a 2015 CareerBuilder study, more than half of U.S. and Canadian respondents said they are less likely to buy from a company if they didn’t hear back after submitting a resume or application.

A Major Disconnect

Think about the time and effort job seekers invest. Before an applicant’s name shows up in your inbox, he or she has spent hours assessing your job ad, researching the company, networking to find out what it’s like to work at your organization, and preparing a resume that responds to your stated needs. Add an additional 15 to 60 minutes if you have an online application process. The disconnect begins when screening techniques are applied to transform a large number of resumes into a more manageable, smaller number. The Financial Post reports that 80 percent of resumes that make it through initial filters are eliminated in 11 seconds or less.
Applicants find the whole job search process difficult — but not for the reasons you might think: they’re frustrated by the lack of contact and not knowing where they sit in the process. This is where brand damage can occur. A StartWire survey found that “77 percent of job seekers think less of a company that doesn’t respond to a job application. Going further, 72 percent of respondents said they would be less likely to recommend companies’ products or services, and 58 percent would think twice about buying a product from a company that did not respond to their job application.”

Job Seekers Speak Up

Job seekers have ample outlets to vent their frustration. CareerBuilder found that 81 percent talked to friends and family about negative job search experiences; 21 percent of those told 10 or more people. Online employer rating sites and social media platforms like Facebook and Twitter amplify the impact.
It’s not all bad news. Some companies manage the candidate experience well and are rewarded with positive ratings such as Imperial Oil on Indeed.ca and Thomas & Betts on RateMyEmployer.ca.

What’s the Impact? Do the Math.

How many applications does your organization receive a year? What percentage receive no acknowledgment? Of those that do receive communication, what percentage are told of the final outcome versus being left to wonder? This void can leave a bad taste in candidates mouth for years, but who knows what they can become in a few years: your next client, the next perfect candidate?
With virtual recruiters, free applicant tracking systems and email auto responders, there is no reason to allow silence to damage your company’s reputation. Spend a few dollars closing the loop with candidates so everyone can rest easy.

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