Candidate Pulse: Candidate Experience Impact

Candidate Pulse: Candidate Experience Impact

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Every day, hundreds of candidates from different industries and career stages take the Bryq assessment, in their efforts to join a company that uses Bryq’s talent tools.

At Bryq, our main goal isn’t just empowering talent acquisition and management; it’s understanding people deeply. We know that the talent landscape and candidate expectations keep evolving, so we stay updated with global labor market trends. 

To do this, we put candidates themselves on the spotlight, by regularly running online surveys. These surveys not only help us improve our methods but also offer valuable insights for our clients to enhance their hiring and workforce strategies.

In August 2023, we surveyed over 1,700 people worldwide, asking three crucial questions about hiring processes and diversity….

In August 2023, we surveyed over 1,700 people worldwide, asking three crucial questions about hiring processes and diversity….

How much does a lengthy recruitment process influence your decision to accept a job offer?

Have you ever felt you didn't belong in your workplace, due to lack of diversity?

How would you rate your current employer's efforts in promoting Diversity, Equity and Inclusion in the workplace?

Top takeaways:

Younger candidates tend to expect a quicker hiring process

Respondents rated how much a lengthy recruitment process affects their decision using a scale from 1 to 5, with 1 being “Not at all” and 5 being “Very much”. In a sample of 1,777 respondents, the average score was 3.31, showing that on average a long recruiting process negatively impacts the effectiveness of a company’s recruitment efforts. The most interesting aspect is analyzing the results by age groups. Candidates aged 20 to 30 scored 3.37, while those aged 31 to 40 scored 3.34. Moving up the age scale, candidates in the 51 to 60 age range scored 2.93, while those over 60 scored 2.64. It's clear that as age increases, the score indicating concern about a lengthy recruitment process decreases, showing an inverse relationship.

Respondents rated how much a lengthy recruitment process affects their decision using a scale from 1 to 5, with 1 being “Not at all” and 5 being “Very much”. In a sample of 1,777 respondents, the average score was 3.31, showing that on average a long recruiting process negatively impacts the effectiveness of a company’s recruitment efforts. The most interesting aspect is analyzing the results by age groups. Candidates aged 20 to 30 scored 3.37, while those aged 31 to 40 scored 3.34. Moving up the age scale, candidates in the 51 to 60 age range scored 2.93, while those over 60 scored 2.64. It's clear that as age increases, the score indicating concern about a lengthy recruitment process decreases, showing an inverse relationship.

More than half of African Americans have experienced the feeling of not belonging in a workplace:

Our goal was to examine the impact of diversity, or the lack thereof, on various groups of individuals. We aimed to understand whether a non-diverse workplace made people from different backgrounds feel like strangers or if it had no discernible effect on them. Candidates were surveyed about whether they had ever experienced this sense of being an outsider in their careers, responding with a simple “Yes” or “No”. Significant disparities are evident when considering different racial groups. Among them, Black or African American individuals have encountered this situation at a rate of 44%, followed by Hispanic/Latino and Asian individuals at 30%, while White/Caucasian individuals have experienced it at a rate of 22%. The results were particularly striking among African American individuals, with a remarkable 60% reporting a sense of not belonging, while Black individuals in other regions of the world experienced this at a rate of 35%.

Our goal was to examine the impact of diversity, or the lack thereof, on various groups of individuals. We aimed to understand whether a non-diverse workplace made people from different backgrounds feel like strangers or if it had no discernible effect on them. Candidates were surveyed about whether they had ever experienced this sense of being an outsider in their careers, responding with a simple “Yes” or “No”. Significant disparities are evident when considering different racial groups. Among them, Black or African American individuals have encountered this situation at a rate of 44%, followed by Hispanic/Latino and Asian individuals at 30%, while White/Caucasian individuals have experienced it at a rate of 22%. The results were particularly striking among African American individuals, with a remarkable 60% reporting a sense of not belonging, while Black individuals in other regions of the world experienced this at a rate of 35%.

When employees feel that their employers are committed to diversity, they are less likely to feel excluded

Respondents provided ratings for their employers' efforts on a scale ranging from 1 to 5. Our most significant finding revealed a moderate correlation (0.34) between employees' satisfaction with their employer's DEI efforts and their experiences of feeling like they don't belong in the workplace. When employees feel that their employers are more committed to diversity, they are less likely to feel excluded due to a lack of diversity. This demonstrates that employers' proactive efforts in promoting diversity positively influence the psychological well-being of their employees. When considering different racial groups, there aren't significant distinctions. Asians have the highest score at 3.8, followed closely by White/Caucasian at 3.7, Black/African Americans at 3.6, and Hispanic/Latinos at 3.5.

Respondents provided ratings for their employers' efforts on a scale ranging from 1 to 5. Our most significant finding revealed a moderate correlation (0.34) between employees' satisfaction with their employer's DEI efforts and their experiences of feeling like they don't belong in the workplace. When employees feel that their employers are more committed to diversity, they are less likely to feel excluded due to a lack of diversity. This demonstrates that employers' proactive efforts in promoting diversity positively influence the psychological well-being of their employees. When considering different racial groups, there aren't significant distinctions. Asians have the highest score at 3.8, followed closely by White/Caucasian at 3.7, Black/African Americans at 3.6, and Hispanic/Latinos at 3.5.

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Gain a competitive edge with data-informed talent decisions.

Request a demo and see how our platform is Shaping the Future of Work.

Request demo

Gain a competitive edge with data-informed talent decisions.

Request a demo and see how our platform is Shaping the Future of Work.

Request demo

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