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Communication Falls Short in Hiring Process

Communication Falls Short in Hiring Process
As hiring continues to become more competitive and candidates are more informed, today’s employers must deliver an effective candidate experience. And while many companies have made great strides over the years in improving their candidate experience, some firms continue to fall short of candidates’ expectations, hurting their employer brand in the process.
Since 2010, nonprofit research firm Talent Board has sought to determine how companies can improve their candidate experience (Editor’s note: The author works at the firm). Through its annual Candidate Experience Awards and Benchmark Program, the organization surveys hundreds of thousands of job seekers aiming to learn the processes that candidates find most frustrating and least productive — and what they would like to see from the companies with whom they interview. The organization’s latest report, released in February 2016, highlights the key trends in candidate experience.
Talent Attraction, Sourcing
The candidate experience begins long before an individual even applies to a job. During the attraction stage, companies use many methods to engage with both active and passive candidates.
Still, most candidates aren’t complete strangers to the companies to which they apply — most already have a degree of connection to those employers. In 2015, 55 percent of candidates had a past relationship with an employer, according to the report, a slight increase from 53 percent in 2014.
When it comes to attracting those individuals and encouraging them to apply, Talent Board research suggests candidates want a clear understanding of the company, its culture, the employee experience and the job itself. About 76 percent of candidates reported conducting their own research to uncover information about a company prior to applying.
What channels are candidates using? The career site continues to be the first stop, followed by job notifications, LinkedIn Career Pages, online groups and employer reviews (Figure 1).
Application Process
Employers today can receive more than 200 applicants for each position, and between 50 and 75 percent of these applicants aren’t qualified for the jobs to which they applied.
How can employers deliver a positive candidate experience as they sort through heaps of applications to find the best candidates? It all comes down to technology. In both 2014 and 2015, the majority of employers used an applicant tracking system, followed by assessment systems and candidate relationship management, or CRM, systems to facilitate the process, according to Talent Board research.
For 2016, about one-third of all employers are considering the implementation of a CRM, an employee referral system, a mobile-enabled system and a predictive analytics system, up slightly from 2014 (Figure 2).
Screening and Dispositioning
With such an influx of candidates for each position, screening is an essential part of the overall recruitment strategy.
In 2015, 90 percent of organizations used screening questions to determine which of their candidates warranted further evaluation, Talent Board research shows. Yet 88 percent allow more applicants to complete the application even after they fail screening questions — compared with 81 percent in 2014 — as a way to source ahead of need and build a pipeline of talent.
When it comes to dispositioning candidates who aren’t selected, many employers have unfortunately regressed since Talent Board first starting collecting data. Companies are offering less personalization, communication and accountability.
The percentage of employers acknowledging applications with a “thank you” note has declined to 85 percent from 90 percent in 2014. Meanwhile, the number of recruiters required to provide feedback to candidates by phone fell to 11 percent from 18 percent, and the number required to respond at all fell to 40 percent from 49 percent.
Interviewing and Selection
Many recruiters and hiring managers don’t receive sufficient training on how to conduct a good interview. Candidates want to be prepared ahead of time, answer relevant questions and receive feedback following the interview. However, 38 percent of candidates said they only received the name of the interviewer and background information, according to Talent Board research. Another 41 percent received no communication at all prior to their interview.
Although 45 percent of candidates agree that most questions they were asked were relevant to the job, the opportunity for feedback provides another potential problem area for firms, as 23 percent of candidates said they did not receive additional information and 73 percent reported that they were never asked to provide feedback on the interview process.
After an organization selects a top candidate, the process of making an offer and onboarding are just as important to the candidate experience. Candidates want responsiveness during the offer management stage. Fortunately, 53 percent of candidates reported that less than one week elapsed between the last interview and an offer (Figure 3).
Employers are also making great strides in regard to their onboarding practices. More companies are enabling new hires to complete forms online — 63 percent in 2015 compared with 60 percent in 2014 — and more companies are offering new hires a welcome basket on their first day.
But the need for communications extends to the onboarding stage as well; in 2015, more individuals were asked to provide feedback prior to their start date (16 percent in 2015 vs. 12 percent in 2014), according to Talent Board research.
Tags: candidate, candidate experience, communication, experience, hiring, interview, recruitingThe post Communication Falls Short in Hiring Process appeared first on TALENT MANAGEMENT.
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Source: Succession Planning

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