Recent ADP Research Institute studies show recruiters are more likely to feel positive about their hiring processes than the job seekers with whom they interact. While recruiters feel their systems are working, today’s job seekers feel the communication they get from recruiters is not frequent or transparent enough. In part, the disconnect comes from recruiters using tracking systems and technology that job seekers feel are inadequate. Also, there seems to be a disparity in what is considered a reasonable time between interview and hire. Job seekers want a shorter time to hire than recruiters tend to offer.
When paired with the lack of perceived communication, the gap between recruiters and job seekers grows.
If you find you are losing top candidates due to communication gaps, here are a few things that might help:
Branding – Assess and enhance your employer brand. Promote the reasons your organization is an employer of choice. Is the public perception of the organization as an employer positive or negative? Ask yourself how you can manage that. Do you promote your culture, benefits, work and life balance on social media, or your website? Why do employees stay, and why would employees want to work for you?
Sourcing – Are you searching for candidates in the right place? Do you know where to find passive candidates? A giant posting website may not be your best source. Find out where your candidates are searching. Are they networking on Twitter, Facebook, LinkedIn, Instagram, Google+? Are they doing job searches on Indeed, Monster, CareerBuilder? Or is your workforce less computer-savvy and a newspaper ad is still the best way to reach them? Are you tracking the sources of your best hires? Did they come from employee referrals, or from job announcements?
Mobile Technology – More job seekers exclusively use smartphones or tablets in their daily lives, including to perform job searches. Studies show that if a website is not mobile-compatible, job seekers will not take the time to go back to the website using a computer later. Instead, they move on to a mobile-enabled site. Similarly, one click to the application process is a must. Job seekers directed to another website or to a paper application they need to print and fax or scan are more likely to skip your process and go to an easier one. What is your current application process? Can candidates interact with you on their mobile devices, or are there too many steps? How can you improve the process?
Get Creative – Online retailer, Zappos, announced it will no longer post jobs via job posting sites or the usual social media for the 450 new employees they plan to hire this year. Instead, Zappos created its own social network, Zappos Insiders, where potential candidates can interact with current employees and recruiters. By using talent-management technology and hosting virtual events, Q&A sessions, and contests, the company hopes to make it easier for active and passive candidates to assess the culture and work environment before a suitable position becomes available. The idea is to create the relationship, so as positions become open, Zappos’ recruiters will be able to tap in to the established relationship to fill the position.
Not all companies will be able to create new mobile technology, much less a dedicated social network, but it is important to know what the options are. The expectation of quick and easy communication in all aspects of life translates directly to our recruiting and hiring processes and how job seekers interact with us.