Tracking upcoming recruitment trends is a professional obligation, but it can also help you identify them early before other businesses do. In our previous two blogs we looked at the following 6 trends:
Trend No. 12 — Anonymous resume screening and blind interviewing
Trend No. 11 — A significant shift toward selling, and away from finding talent
Trend No. 10 — Video becomes prominent in all recruiting messaging
Trend No. 9 — Improve the selling capability of your job descriptions
Trend No. 8 — A focus on recruiting innovators
Trend No. 7 — Take a forward-looking approach to recruiting
In part three we continue the countdown to trend number one along with their best practices.
Trend No. 6 — Calculate the tremendous costs resulting from a bad candidate experience
You need to put yourself in the candidate’s shoes and think as they do. How would you like to be treated when applying for a new position and the amount of communication you would like to receive throughout the process. With poor candidate experience comes a large cost, not only through the number of successful candidates, but by them posting negative thoughts via social media or word of mouth. (We put word of mouth second as we all know we turn to social media before any other to vent our outrage with a company or product). This will discourage others from applying if the hiring process is bad. Recently, HR solutions provider CareerBuilder identified some unexpected consequences of a poor candidate experience, including lost sales, where 9% of candidates would tell others not to purchase products from the company.
Best practices for improving the candidate experience
- We have said this before, but do some research on previous candidates and clients to survey them to find out what they didn’t like about your processes.
- Consider using “mystery shoppers” to go through your hiring process to identify any problems from an outsider perspective
- Get the client to ask the candidate whether they are currently using the products or services in which they provide in order to treat them like a customer, not a candidate
- Continually track negative social media comments about your interviews on Glassdoor.com and other similar sites and respond where possible
- Follow the CandEs and learn about newer best practices
Trend No. 5 — All recruiting applications and communications must be deliverable on the mobile platform
The smart phone is now a part of the human body. Wherever we go our phone goes. People even carry it to the toilet with them as they can’t bare to be disconnected or miss out on anything. As a result, it has the highest response rate of any communications channel. Already more than 43 percent of job seekers use the mobile phone in their job search, and that number will continue to rise until the mobile smart phone is dominant in recruiting. The mobile is now the most primary and important way for a candidate to communicate with you through the recruitment process from applying, to researching the company, to responding to your calls / emails.
Best practices that allow the movement of more recruiting tasks to the smart phone
- Not being able to complete in a form via a mobile on your website may cause a huge drop in applicants
- You should also make it possible for candidates to accept your offers directly on their mobile phone
- Consider the most responsive form of communications with your candidates and stick to it. Many find that texting is the most successful way to communicate
- Consider smart phones for video interviews as this could speed up the process
- All internal recruiting applications and webpages should be mobile friendly
- Employees must be able to do all of their referral tasks on their phone
- Eligible candidates should be able to self-schedule their own interviews within any of their hiring manager’s available times
Trend No. 4 — Increase your speed of hire in order to increase new hire quality and corporate revenue
You need to be snappy. Top applicants will drop off quickly and will have multiple opportunities lined up. People now are very impatient and expect faster decision-making. They will not sit around and wait for an offer if another comes in. Your slow hiring process will be noted and reviewed on websites such as glassdoors.com. Finally, you need to be aware that a vacant position is a revenue-generating position, a great deal of corporate revenue will be lost if a slow hiring decision keeps the position open for too long.
Best practices that allow you to reduce your hiring time
- Measure the correlation between hiring speed and new hire quality to show that slow hiring reduces the quality of your eventual hire
- Prioritise the jobs and candidates that require speed in order to get the best candidates filling those positions
- Identify the unnecessary delays in the hiring process and make necessary actions – this could link in with the previous trend and having a mystery shopper conduct a test
- Speak to the hiring managers who are experiencing a slow hiring process and provide training where required
(A quick definition of quality of hire: The percentage of improvement in the on-the-job productivity including work volume, work quality, and the retention rate of new hires.)
With all of our previous posts about this subject, it has raised and highlighted possible areas and ideas that you could implement into your own processes and in turn increase your number of successful candidates. It is easy to read about the trends, but it is another thing trying to put them into action. Look at your competitors to see whether they are trying out news ideas and how you could improve on these. Check out their websites using your mobile device and see what functionality they have that you currently do not. All of this research and surveys with your current client and candidate base will help you to continue to improve and strive forward as a company. Watch this space for Part four- the final one in this series where we finally countdown to trend number one.