{"id":33532,"date":"2017-02-15T13:52:51","date_gmt":"2017-02-15T21:52:51","guid":{"rendered":"https:\/\/www.smartrecruiters.com\/blog\/?p=33532"},"modified":"2017-10-17T10:12:28","modified_gmt":"2017-10-17T17:12:28","slug":"3-ways-that-retailers-can-make-the-apply-process-candidate-friendly","status":"publish","type":"post","link":"https:\/\/www.smartrecruiters.com\/blog\/3-ways-that-retailers-can-make-the-apply-process-candidate-friendly\/","title":{"rendered":"3 Ways that Retailers Can Make the Apply Process Candidate-Friendly"},"content":{"rendered":"

It is no surprise that the greatest talent acquisition priority is improving the candidate experience. It makes sense. We live in an Experience Economy where success is defined by the happiness of our customers, employees, and even candidates<\/strong>. A positive experience is a non-negotiable in retail where customers and candidates are one in the same. And retailers are beginning to pay attention.<\/p>\n

Research Aptitude conducted earlier this year found that nearly 70% of retailers believe their candidate experience has improved over the past year. In the employer\u2019s mind, candidates seem to be doing just fine: happy and satisfied with the recruitment process. But how do they actually know this? Sadly, most don\u2019t. They are making assumptions based on little data or insight. Research proves that there is a considerable disconnect between how employers view the candidate experience and how candidates are living it. According to The Talent Board\u2019s 2016 Candidate Experience data<\/a>, only 20% of candidates remember being asked for any feedback.<\/p>\n

In order for retailers to improve the candidate experience, they must first understand that candidates want:<\/p>\n

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