Surviving the Application Avalanche: Why Candidate Experience shouldn’t get Buried

Post-pandemic, Australia’s job market has taken a sharp turn. The hiring boom is over, unemployment is holding steady at 4.1 per cent, and job applications are piling up fast. Despite this, roles still remain unfilled. The average number of applications per job jumped from 32.3 in Q4 2023 to 41 in Q1 2024, before settling at 37.8 in Q2 – up 60 per cent more than last year, according to JobAdder’s latest State of Market Report.

With this surge, recruiters have more options, yet sorting through so many applications brings its own challenges. That’s where candidate experience becomes crucial. 

Steve Gard, founder of candidate experience platform Benchmarcx recently said that “candidate experience can make or break an employer’s brand” and should be managed as a “strategic initiative.”

According to Gard, “creating a positive candidate experience requires intentional effort and intervention. It’s not just about what we communicate to candidates, but also how they feel about it. When we say we’re a respectful organisation, that needs to align with the actual experience candidates have during the recruitment process”.

To that, I agree. An authentic, compassionate and engaging recruitment process isn’t just a “nice-to-have” – it’s essential for attracting top talent and building lasting connections that could be invaluable in the future, especially when the market picks up again. 

Quality Over Quantity Wins Every Time

With more candidates than ever, recruiters may feel the urge to rush through the process, but overlooking candidate experience is a costly mistake.

When candidates feel respected and valued during the hiring process, they’re much more likely to think highly of your company, reapply, refer their friends, and even become brand ambassadors. On the flip side, around 40 per cent of candidates will share negative experiences with their network, damaging your reputation fast. By focusing on a positive candidate experience, you not only attract great talent but also safeguard your brand in a competitive market.

The cost-of-living crisis has added extra pressure, pushing candidates to search for better-paying, more secure jobs as businesses tighten budgets and reduce openings. This dynamic has flooded recruiters with resumes. Even in this environment, a positive candidate experience is crucial to sustaining talent pipelines for the future. Simple actions like giving clear timelines during high volume periods, responding to unsuccessful applicants (even with a templated email) or giving clear feedback that could support their job hunt are all better than ‘ghosting’ them.

According to Gard, the market can shift to become more candidate-driven, so it’s important to ensure we’re consistently providing a quality candidate experience to maintain a talent pool we can tap into even when hiring volumes aren’t as high as they are now. 

In other words, make the shift to ‘pull’ recruitment.

A ‘pull’ recruitment strategy can be a game-changer. Instead of sticking to the traditional ‘push’ tactics – mass job postings that often lack focus, recruiters should instead embrace strategies that focus on attraction. This means building your employer brand, sharing engaging content, and creating long-term relationships with potential candidates.

Our data shows that while job boards brought in 78 per cent of applications in the second quarter of 2024 (up from 57 per cent two years prior), these numbers don’t always mean better-quality candidates. A pull strategy attracts candidates that are genuinely interested, whilst maintaining engagement within your talent database. These candidates tend to stick around, so when a role opens up, you already have a solid pool to dip into.

Recruiters who mine their existing databases for candidates can fill roles faster – often shaving weeks off placement times. In the first quarter of 2024, sourcing from external channels took an average of 16.9 days longer. This time difference is significant, especially since employers are mindful of the ongoing costs of having positions unfilled.

Employer branding is a recruitment superpower

For agencies, employer branding isn’t optional – it’s essential. Share real stories through social media, behind-the-scenes videos, and candidate testimonials. Offer thought leadership to demonstrate your understanding of the industry and career development resources to show candidates you’re invested in their growth. This not only boosts your credibility but attracts candidates who resonate with your agency’s values.

Future-proof your talent pool

While it might feel like there’s an abundance of candidates right now, this surge won’t last forever. The job market is constantly shifting, and future talent shortages are always a possibility. Building a strong employer brand and nurturing long-term relationships today means you’ll have a reliable talent pool tomorrow.

Stay proactive, be adaptable, and keep candidates engaged for the long haul. By investing in experience and connection now, you’re building a safety net for whatever the future job market brings.

Martin Herbst is CEO at JobAdder.

Last Updated on December 9, 2024 by Martin Herbst