By Alexis Whyte
Talent acquisition has evolved and morphed into a technology-forward process as candidates’ workplace priorities and expectations shift. Recruiting teams in 2022 navigated economic insecurity coupled with a historically strong labor market with two job openings for every unemployed worker. Today’s technology is helping organizations contend with hiring volume and scale changes. Through automation, recruiters and hiring managers can offload tedious tasks and focus on high-touch approaches.
As the labor market changes, candidates worldwide are vocal about their dissatisfaction with recruiting processes and trends. Poor candidate experiences may affect referral networks, business relationships, and potentially, revenue. Talent Board’s 2022 North American Candidate Experience Research Report explores how candidates feel about recruiting processes, revealing key competitive differences found in positive candidate experiences and how they impact the candidate and organization. In 2022, the overall candidate experience ranking increased by 8% to 30%, the largest jump recorded. The study also found that candidate resentment in North America declined from 14% to 12% in 2022, potentially reflecting recent changes in recruiting methods. Candidates are now slightly more likely to refer others, building the talent pool and organizational network. Plus, for the first time, when companies self-assessed their candidate relationships, they ranked themselves lower than candidates did.
These shifts may signal an evolution in typical recruitment practices and realignment to guarantee a positive candidate experience. The study reveals key themes found in positive candidate experiences throughout 2022.