An insightful survey reveals a significant oversight in modern hiring processes, affecting talent attraction and retention.
- Only 25% of businesses prioritize candidate experience in identity checks, despite its role in screening processes.
- Sterling’s survey highlights accuracy as the main focus for 44% of respondents, leaving candidate interaction behind.
- Increased dropout rates are linked to neglecting the candidate’s process experience, risking successful onboarding.
- Digital identity integration is emerging, offering a chance to enhance the candidate experience amidst these challenges.
In a recent survey conducted by specialist background screening firm Sterling, it was revealed that only a quarter of employers considered the candidate experience during identity checks as a priority. This highlights a surprising gap in current hiring practices, where enhancing the interaction with potential hires could significantly boost talent attraction and retention.
The survey exposed a predominant focus on accuracy within the screening process, cited by 44% of respondents as most critical. However, this emphasis often overshadows the importance of the overall candidate experience, which is fundamental in ensuring promising talent is not lost during the early stages of recruitment.
The findings also suggest that businesses risk increasing dropout rates by failing to prioritize how the screening process resonates with applicants. As Steve Smith, President International at Sterling, noted: “The candidate experience should be at the heart of all screening processes, no matter what these involve. Success is largely dictated by how well individuals feel the process was handled.” This indicates the critical need for a balance between compliance-driven checks and user-friendly processes.
The integration of digital identity solutions in screening is gaining traction, with over a third of businesses planning to adopt such measures. Smith emphasized that digital ID simplifies screening without sacrificing accuracy or compliance, enhancing the candidate’s journey. Yet, he acknowledged that for some applicants, digital navigation remains a challenge, stressing the importance of inclusive design to accommodate all users.
Therefore, firms need to adapt their screening processes to include digital innovations that cater to diverse applicant needs. By doing so, they can improve candidate satisfaction and maintain high completion rates in their hiring processes.
Revamping candidate experience in screening is imperative for successful and inclusive talent acquisition.
