TOP TRENDS IN CANDIDATE EXPERIENCE
McDermott + Bull continues to see robust demand for senior-level talent and a consistent trend of companies losing candidates during the offer stage. From what we’re seeing, the two primary reasons candidates reject offers are insufficient compensation and benefits and a hiring process that is too long or disengaging.
Findings from an HRMorning article echo these trends. Please note, participants were allowed to select more than one response.
McDermott + Bull helps clients with these challenges throughout the hiring process:
- Our complimentary compensation reports are updated quarterly and ensure the offers being extended are compelling and reflective of the current market. In addition, we openly discuss compensation and benefits early in the interview process to ensure there is alignment on both sides.
- In order to enhance the candidate experience and likelihood of accepting an offer, we continually communicate next steps in the process, maintain communication between interviews, and ensure there is a clear message regarding company culture. These steps are critical now that some or all interviews are being conducted remotely.
- We also encourage and assist clients in taking a proactive approach to the interview process. If they interview a candidate that they feel is a great fit, we help them move through the process efficiently to avoid losing the candidate to another offer.
If your search for executive-level talent is taking an extended period of time, McDermott + Bull Interim Leaders (MBIL) can place experienced senior-level executives to provide leadership and guidance while you continue your search process. MBIL’s interim executives are experienced consultants that are comfortable stepping into any situation to provide stability and direction during transitional periods.
If you have questions regarding the hiring trends we are seeing or need a general idea of compensation for a particular position, please do not hesitate to reach out.
About the Author
Julie Francis serves as a Director of McDermott + Bull Interim Leaders, where she identifies and secures highly skilled executives to address client companies’ critical business challenges, provide interim leadership, and oversee special projects. She works with executive leadership at middle-market and enterprise-level companies as well as with investment banks and private equity groups to improve operational and financial performance.