The resurgence of candidate resentment in today’s job market is higher than ever. According to Talent Board’s 2022 Global Candidate Experience Benchmark Research Reports, candidate resentment increased by 75% in North America in 2021. This was the largest increase the company had measured in the past decade.
Candidate resentment is the antipathy job seekers feel after participating in at least one phase of a company’s hiring process. Examples include applying for a job, participating in an interview, and undergoing an assessment test.
Candidate resentment measures the negative business outcomes that result from a poor candidate experience. For instance, these candidates are unlikely to apply for other jobs within the organization, refer others, or purchase the company’s products or services.
Discover the causes and effects of the resurgence of candidate resentment in today’s job market.
Causes of Growing Candidate Resentment
There are many reasons for the resurgence of candidate resentment. Examples include:
- Labor-intensive application process
- Slow or no response to candidate inquiries
- Lack of transparency
- Interviews that candidates believe are unfair
- Hiring managers who ghost candidates
- Insufficient candidate feedback
- Lack of equitable pay
Increasing Employee Turnover
The resurgence of candidate resentment is due to a poor candidate experience. The candidate experience includes every interaction from the start of the hiring process to exiting employment.
The candidate’s experience impacts whether a professional wants to work for a company and how long they remain with it. As a result, providing a poor candidate experience discourages current and potential employees from working for the organization.
In contrast, providing a positive candidate experience encourages current and potential employees to work long-term for the company. Therefore, addressing the cause of candidate resentment is essential to attract and retain talent.
Methods to Reduce Candidate Resentment
Increasing communication from employers can significantly reduce candidate resentment. Examples include showing candidates more transparency and empathy throughout the hiring process and duration of employment.
Employers can improve the candidate experience with the following methods:
- Demonstrate diversity, equity, and inclusion initiatives on career sites.
- Provide employee reviews regarding the company, its culture, and the nature of the work.
- Offer a straightforward application process.
- Regularly communicate with candidates.
- Provide candidate feedback regarding their status in the hiring process.
- Promptly reply during the offer and onboarding stages.
- Request candidate feedback to improve the hiring process.
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