By Robert Peasnell, Deputy Managing Director
With consumer experience heralded as the prime battleground for businesses, it’s not all about technology. According to PwC, 74% of European consumers want more human interaction in the future, but only 46% agree that the employees they interact with understand their needs.
And the stakes for customer-facing staff keep rising.
With 71% of customers paying more attention to corporate values in 2022 than they did in 2021, 89% of customer experience (CX) professionals confirm that their contact centre agents are expected to be better versed on their brand’s stance on social issues compared to a year ago.
Plus, there’s a real focus on personalised, non-scripted engagements. Boston Consulting Group research shows that NPS scores are 20% higher for businesses that deliver a high level of personalisation, compared to those that don’t.
Candidates Want a Consumer-Like Experience
These trends are mirrored in candidate expectations of your recruitment process.
Take these stat—80% of customers say the experience a company provides is as important as its products and services, and 65% find a positive experience with a brand to be more influential than great advertising.
Plus, 79% of consumers say they trust online reviews as much as personal recommendations from friends or family. Negative reviews can have a significant impact on consumer behaviour, making 92% of consumers less likely to use a business.
Same in recruitment.
So, if we check what consumers want from a great digital experience, it’s likely to mirror candidate aspirations.
The key contributors are – the Three S’s – Speed (94%), Seamlessness (92%) and a Sense of Control (92%). Combine that with an individualised experience (83%) and you’ll have a winning strategy.
Is it time to review your candidate experience through a consumer lens?