3 questions to Manuelle Malot (EDHEC) on the ‘candidate experience’ as seen by GenZ and recruiters

• Download the full study or see the Job Teaser page dedicated to this study.
• Browse the press release (8 Oct.) and the infographic
• Go to the pages dedicated to the EDHEC NewGen Talent Centre

What are the main conclusions of your study on the candidate experience for Generation Z?

Manuelle Malot: First of all, we received confirmation of the scale of the recruitment difficulties facing companies: 80% of recruiters believe that the future for Generation Z, and one company in three is struggling to attract and recruit junior staff. This socio-demographic situation justifies this ambitious study.

Our analysis reveals that the candidate experience is crucial to attracting and retaining young talent. From the moment the job offer is written to the moment the employment contract is signed, the candidate experience is as much a source of disappointment for young people as it is of missed opportunities for companies that do not seem to have invested enough in this area.

Above all, young graduates want recruitment processes to be swift: the current perceived slowness is, for them, the No. 1 factor in abandonment - they put the maximum duration at around 22 days, while 1 third of companies admit to exceeding this time, sometimes by a large margin. In my opinion, this figure is greatly underestimated, given what young people have to say... The younger generation are also keen on transparency and want more personalised and transparent processes, particularly when it comes to remuneration.

With 77% of young people who have had a bad experience of applying for a job saying that the company's image has deteriorated, we can see how important it is for young people to have a positive image of their company.

What are the main challenges facing companies in improving this experience?

Manuelle Malot: Recruiters first need to ensure that their job advertisements are attractive and tailored to the expectations of young candidates. Currently, only 25% of recruiters systematically adjust their advertisements to capture the attention of Generation Z.

In addition, as mentioned above, the length of the recruitment process is often an irritant of the candidate experience, as are the number of stages and the quantity of case studies, which is sometimes seen as excessive and seen as consulting for companies...

Companies must therefore work to improve these processes, while ensuring clear and rapid communication with candidates, as well as a more ‘human’ approach, for example by meeting the (future) team - particularly during the final phase.

Then there's a figure that surprised us: 86% of candidates say they have already been ghosted by a recruiter! We can imagine that the effect on the morale of candidates, but also on the image they have of the ‘job market’, is clearly questionable. When we add to this the worrying figure of 1 quarter of applicants claiming to have suffered discrimination - origin, gender, disability, etc. - we can see that there are many avenues for improvement, and they are eagerly awaited.

How does technology, and AI in particular, play a role in improving the candidate experience?

Manuelle Malot: Clearly, artificial intelligence offers many opportunities to optimise recruitment processes, on both sides of the process. Currently, 36% of recruiters are already using AI tools, and these tools are viewed positively by the younger generations. In fact, 7 out of 10 of them already rely on AI to prepare and conduct their interviews.

On the business side, AI can help to draft more attractive job offers, sort CVs and manage communication with candidates. In this way, it can streamline the process while maintaining personalised contact. So, by integrating AI in a thoughtful way, companies can not only improve the efficiency of their recruitment, but also meet the expectations of Generation Z.