The reality facing chief human resource officers is that there simply aren’t as many job seekers as roles to be filled.
With unemployment rates at historic lows, there is an arms race underway to find better ways to attract and land talent. Employers are redesigning their candidate experience to avoid losing much-needed talent and hindering their businesses.
To better understand exactly what draws in applicants and what may be driving them away, iCIMS surveyed 500 American workers and analyzed its recruitment platform of 61 million job applicants, to reveal a new playbook for HR leaders.
Your career site is the absolute best resource for candidates to quickly find, complete and submit job applications. The problem is that before job seekers reach your career site, they’re taken on a detour through third-party job boards — like CareerBuilder, Indeed and Monster — filling out multiple forms and duplicative profiles along the way.
Google for Jobs provides candidates with a streamlined way to find job listings from all over the web.
By optimizing your career site for Google algorithms, your job postings will be displayed right in the search window and tailored to the candidate’s specific interests, location, and other variables. This way, job seekers get to the best-fitting roles faster and complete just one application, with no extra steps or middlemen collecting their information.
Eons ago, we browsed the web using desktops and used email as our default communicator. Today, we shop, browse, video conference, watch movies, navigate traffic, communicate with texts, and search for jobs using our phones.
Research confirms that 86 percent of people now feel that it would be beneficial to receive text messages during the job application process, especially for scheduling interviews and receiving quick tidbits about next steps. In fact, candidates are three times more likely to respond to a recruitment text than to an email.
Your entire recruitment process must be mobile-friendly, starting with your career site, and incorporating texting and messaging to effectively engage candidates on their preferred platforms.
It’s a buyer’s market, and great candidates have their choice of employers and a ton of resources to research and compare their options.
Though salary, commute and job responsibilities are central to their considerations, more than two-thirds of employed adults agree that the application, interview or offer process would make or break their decision on whether to take a job. It’s competitive out there, and candidates are much more likely to reject your offer if the process takes too long or is unprofessional. Invest in it.
People feel that the way they are treated as a candidate is a direct reflection of how they would be treated as an employee. If you’re not showing care for your applicants off the bat, it is next to impossible to bounce back from a poor first impression.
People have lost patience with companies that don’t respect and guard their privacy. The same applies to job candidates. Nearly two out of three people agree that recent security breaches have made them less likely to apply for a job through social media.
To establish trust with applicants, make sure your materials are professional at every single step of the hiring cycle — from job posting to screening to interviewing, to making the offer and onboarding — with a dedicated recruitment platform.
In the exact same way that winning new consumers is evolving, talent acquisition is an increasingly complex process. It takes a sophisticated, layered recruitment strategy to win over job seekers.
To learn more about what candidates really think as they search, apply and interview for jobs, download the iCIMS 2018 Candidate Experience Report.
iCIMS is a leading provider of cloud-based talent acquisition solutions.