The Candidate Experience Survey

The Candidate Experience Survey

The “Candidate Experience” is the latest trend in recruitment, and it’s an odd concept that shows how quickly we, collectively, are losing our touch with humanity. The “Candidate Experience” is intended to measure a company’s recruitment process by asking potential candidates for feedback. Fundamentally, however, it in itself lacks humanity and balance. For example, I received a questionnaire after not proceeding to the next round in an interview process. First, a question – why would I fill out this questionnaire? What’s in it for the candidate that didn’t get moved on in the recruitment process? But, lets continue, the first question in the questionnaire is: Based on your experience interviewing, how likely are you to encourage other people to apply?

On the surface, that may seem like a fair question, but here’s the issue.

  1. I am still trying to understand why I was not moved to the next round. I have yet to receive feedback. Why would I bother giving the company feedback when I received none?
  2. I gave the company hours of my time, and now they want more of my time. (In other words, they are asking more from me than they were willing to give me…and I’m not talking about a job; I’m talking about the time it takes to write feedback (or give something other than a form response) – something I can learn for the next opportunity.
  3. The Survey itself is flawed—I don’t know how I could score higher than the lowest score, as I’m not interviewing for the experience of interviewing but for the job, which I didn’t get. And I wouldn’t want anyone to have an empty interview with no feedback or discussion and, as far as I know, no chance of landing a job.
  4. I’m not submitting the survey for the above reasons—which is the best I can do for this Company. So, if my experience and rationale are consistent with all other candidates who didn’t get moved on, the only survey results they’ll receive are people who did get the offer—which completely skews the actual metrics this Survey is trying to obtain. The candidate’s experience is not represented in the survey; the future employee experience is.

Learning: Companies are attempting to ask more of candidates while giving them less, calling this “The Candidate Experience.” If you want to improve the experience, talk to the consumers of that experience. If it’s more than just the illusion of caring, that is.

Rejected. Definitely Rejected.

Rejected. Definitely Rejected.

Companies are getting super creative in how they humanely reject candidates. Often, companies state that they recognize the candidate’s experience and value but decided to move in another direction. That may be true, as “not you” qualifies as another direction and it just feels kinder. Some will go further and state that they’ll keep your resume on file for when a better role opens up. And, other Companies are now asking for surveys on the “candidate experience” after you receive a rejection. Or whatever it is these new polite rejections can be categorized as. Candidates are not looking for “You suck – we would never ever hire you if you were the last unemployed person on earth” but something in the middle and closer to honesty is preferable.

Learning: Rejections are part of applying for jobs—sadly, there is little to learn from them. Connections, perseverance, and resilience will get you the next opportunity and will most likely make you awesome at it.

If a company truly wants to help candidates without offering them the position, they should extend the offer to meet with the candidate, review their resume, and provide constructive feedback. That isn’t easy to do when you have 600 candidates applying, but if you are asking a candidate to go through 5-8 rounds of interviews, then it is the least you can do.

Ghosted Again

Ghosted Again

It’s inevitable. A recruiter or contact reaches out to you, and you talk, and then they vanish. There are so many reasons why this can happen. People get busy. Life interferes. Time passes, and then guilt sets in. No contact. No responses. Nothing.

And I get it.

Learning: If we look at the inevitability of AI (Artificial Intelligence) changing every knowledge worker’s role, our humanity will hold us all together.

Also, Note to Self: Do not forget this message.

The Black Hole of Resumes

The Black Hole of Resumes

The job search process has gotten interesting with the growth of AI. Most US companies use an AI called ATS (Applicant Tracking System), which scores resume submissions based on keywords. It is a great concept but is not yet fully baked. The critical challenge is that AI doesn’t read and think. It won’t see parallel meaning (Software implementation vs. Software delivery) or root translations (Consultant vs. Consulting). If the Keywords are listed as Software delivery and Consulting, you will get a lower score if you have Software implementation and Consultant on your resume.

Learning: The best way to get your resume to the right people is through connections. Still. Gaming AI is an option but be prepared for the black hole.

Do you have any tricks or solutions for navigating ATS? Does your company use ATS to scrape “qualified” candidates or to manage the onslaught of people coming your way?