Two Essential Components of a Positive Candidate Experience

Posted by Mark Jackson on Thu, Jun, 23, 2016 @ 08:06 AM

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More than three of four candidates would be willing to “accept a salary that is 5 percent lower than their expected offer if the employer created a great impression through the hiring process,” according to CareerBuilder’s 2015 Candidate Behavior Study

Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.

Quality Communication

Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.  

So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher. 

More evidence that communication from employers is often lacking comes from the CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.  

The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?  

Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start. 

How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracks in your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time. 

Effective Management of the Candidate Process

If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them. 

In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process. 

It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.  

How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes. 

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Tags: applicant experience, candidates, Hiring

The 7 Types of Candidates: How to Hire Them

Posted by Mark Jackson on Thu, May, 28, 2015 @ 07:05 AM

 

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Know thy candidate. During job interviews, hiring teams and recruiters often get a feel for what kind of candidate each interviewee is and what kinds of traits that types comes with. Universum recently compiled the different kinds of candidates into seven types for a quiz and employers would do well to understand how each of these types tick. Today, we’ll discuss what aspects of the company employers should focus on when attempting to court each kind of candidate.

Leader

Leaders are by far the most sought-after kind of employee. According to a Universum survey of global organizations, 56% said they need leaders to fill positions, and 61% say their organizations will need leaders within the next five years. If you’re looking for someone who’ll be able to to lead your workforce now or in the next few years, you’ll want to look for adaptability. Employees who can deal with the unexpected (like having a huge project dropped on them mid-week) and not miss a step tend to make good leaders.

Tweet This: 61% of organizations say they will need leaders within five years. 

To evaluate for this during the hiring process, test them on their knowledge of the industry, have them solve problems on the spot, or ask them other questions that would be difficult to have pre-built answers for.

Entrepreneur

It may seem counter-productive to hire people who want to go their own way, but employers are now actively looking for these kinds of candidates. The Universum survey cites that 39% of global organizations are looking to hire them. Entrepreneurs think big, and if you want them at your company, it’s best to pitch them on purpose rather than benefits. Ritika Puri, co-founder of Storyhackers, offers the following advice:

“[Entrepreneurs are] more interested in the ‘why’ of a job, as well as the ability to make the biggest possible impact. They’re interested in how their employer’s values align with their own…"

Appeal to your company’s bigger picture and path for individual success, and entrepreneurs are more likely to come on board.

Careerist

Careerists get a bad rap as people who want to move up the career ladder at all costs, often at the cost of the people around them. However, with this desire to climb the ladder comes a great deal of ambition, which companies can then turn into a desire to lead. And with as few as 7% of employees aspiring to advance to senior or C-level management, harnessing that rare ambition to advance will be crucial in the future.

Tweet This: Only 7% of employees aspire to advance to senior or C-level management.

To harness careerists, companies should emphasize opportunities for advancement. If a candidate asks if a position has the potential for growth, make sure to say yes and give them a practical example within the company.

Internationalist

Employees with a knowledge of multiple cultures are rare, and even rarer are those who can leverage that knowledge to help build connections between the multiple branches of global companies. Employees who know multiple languages are a big plus for any company, with 70% of employers believing speaking Spanish will be a huge advantage in the job market in the next ten years, and 42% thinking the same of Chinese-speaking. However, appealing to these candidates can be difficult, especially if your hiring process isn’t as global as your company.

To get these candidates on your side, put benefits ahead of pay. Internationalists want to know what the job will provide them beyond money, such as connections and opportunities to build a network.

Hunter

Hunters, particularly in sales industries, are the kind of employee that looks for opportunities at every turn. Rather than wait for assignments and leads to come to them, they search them out, ready to pounce on whatever tasks. However, if they don’t see opportunities, they’re going to burn themselves out. Unlike Careerists, Hunters aren’t necessarily as interested in advancement as they are being rewarded for going above and beyond.

Focus on the competitive aspects of your business. If you offer commissions, make sure to put that benefit up front. If you don’t, pay raises for a job well done and meeting quotas can also work as an incentive.

Harmonizer

Harmonizers work for the good of the team. They want everyone to get along while contributing to a company’s larger goals. And as studies suggest, employees who specialize in teamwork can be a boon for productivity: when asked what the biggest factor hindering productivity was, 36% said it was a non-collaborative work environment. Harmonizers want to know they’ll be working with people, and these kinds of exercises will excite them.

To attract harmonizers, emphasize the power of your company culture; talk about activities around the workplace employees love to do, team-building activities your company may have undertaken in the past, and the last project coworkers collaborated on.

Idealist

Idealists want to know they’ll have an impact on the business. They think big, and want to know that their work at your company will matter. This is especially true of Millennials, 78% of whom are heavily influenced by a company’s perceived ability to innovate when making their career decisions.

To help idealists feel better-suited for the job, employers should help idealists understand their company’s larger purpose, and emphasize some of the other aspects of the company, such as charitable donations and volunteer efforts.

No matter what kind of employee you’re looking to hire, Visibility Software’s Cyber Recruiter will help you find them. Create and approve reqs in seconds, schedule interviews on a dime, and onboard your new hires with ease. Sign up for a free demo today and find your next hire.

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Tags: best software, applicant experience

Perk it Up to Attract and Retain Great Talent

Posted by Sean Pomeroy on Wed, Feb, 18, 2015 @ 08:02 AM

Everyone wants to work somewhere where they’ll feel taken care of. Google, one the most sought-after workplaces, takes excellent care of its employees; it gives them free food, a gym, allows dogs in the office, and provides one the best life insurance policies in the world. Not every business can be Google, but the company’s commitment to making their employees feel appreciated is a lesson for every business out there, regardless of budget. People want to work where their work will be valued, and if they think they’ll be valued at your workplace, they will come flocking. 

 

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If you want to keep your employees around (and you do, since replacing them can cost you up to 20% of their salary), show them you value them. In fact, 53% of employees would stay longer if they felt more appreciation from their boss. This might seem like common sense, but employers often struggle on how to do this practically and consistently. While employees rank appreciation as the #1 thing they want from their employers, company leaders believe they’re most interested in good wages. How can you show appreciation to your employees? 

 

Flex-time: A Perk For All Budgets

Some of the best employee perks, like unlimited vacation time, cost a pretty dime, and subsequently not every organization can afford PTO. Just because you don’t have the money for extravagance doesn’t mean there’s nothing to offer your employees. There are plenty of low-cost perks, and some of them could even help your employees work better. Benefits such as flex-schedules can lead to a growth in revenue according to 63% of managers. 

 

Tweet This: 63% of managers say flex-schedules can lead to a growth in revenue.

 

Flex-time is one of the cheapest ways to give your employees a little freedom, and 83% of new employees cite the ability to choose their hours as an important factor in saying “yes” to the job offer. Along with the ability to work remotely, flex time is one of the best ways to make your employees happy. Startups and small companies have led the way in introducing more flex-time into the workplace culture, as well as the proliferation of technology and software that allows employees to work from home. What it really boils down to is, freedom.

 

Be A Little Crazy, Be A Little Creative 

Creativity can stretch budget in order to retain employees with less expenses. Take Motley Fool, for example: they have a surprise two-week vacation for one random employee every month. Your HR staff may not think you could afford an extra two weeks’ leave for twelve employees a month, but think about it this way: employees only use 51% of their paid vacation. Whether they’re afraid of returning to an overwhelming workload or don’t think anyone else could pick up their slack, most workers leave four days on the table, on average.

This ends up hurting their productivity in the long run. You could take Motley Fool’s vacation sweepstakes idea and bend it around your own needs: if you can’t give them bonus PTO, why not use the name-out-of-a-hat theme to give employees their full PTO? Perhaps you could offer one or two bonus days if an employee was chosen and took their vacation right then and there (obviously, you don’t want to force an employee to take a saved-up week off when they planned to use it at another time). It would up your revenue due to the increased productivity, and having this sort of “activity” would make employees a little happier at work, knowing they could receive a bonus day off at any time.

 

Snacks, Weights and Walks

It costs very little to stock a fridge with yogurt and mixed nuts or fresh fruit, but when it’s done, employees feel the love. Surprise employees with a game afternoon or start having “no work walks” to freshen their mind and their perspective. Talk to a nearby gym about reduced rates for employees or bulk memberships. Can you afford to dry clean your sales team’s suits when they come in from the road? None of these will break the bank but all of them can make employees feel excited, valued and most of all, cared for.

If these ideas don’t work for your workplace, maybe something similarly inspired could? The point is to think about what you can do with your limited budget to make employees feel like they work in a fun work environment. It might take a little bit of thinking (and a little bit of cash), but if you can make your workers feel appreciated, you won’t have to pay to replace them, and you may even get some new hires along the way. 

Want to create the best work environment around? It starts with the people you hire and how you train them. Visibility Software’s suite of solutions can help you hire the best, most creative employees, keep track of how they’re doing, and provide the most efficient training imaginable. Sign up for a free demo today!

 

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Tags: candidate experience, applicant experience

3 Ways an ATS Will Change Your Recruiting Department

Posted by Mary Sue McClintock on Tue, Jun, 03, 2014 @ 10:06 AM

ATS

Called an Applicant Tracking System, but oh so much more to the recruiters who have come to know and love this software. Once known for being a luxury that only the larger companies could afford, ATSs are quickly becoming the Swiss Army Knife of tools in recruiting and HR departments of all sizes, in every industry. As the tech has gotten more user-friendly, scalable and cost effective, everyone is getting ahold of an ATS.

Check out what recruiters are experiencing when they ditch the spreadsheets and start using the right Applicant Tracking Software.

You can now focus on the people matters in recruiting and hiring.

For a long time, overtaxed recruiters and HR professionals have been forced to focus on the paperwork, compliance demands and the overall clerical work that goes into enrolling a new hire. This leaves little time to onboard properly, gather feedback from the candidate or help the new employee adapt socially to their new work environment.

A recent study revealed that of 20,000 new hires, nearly half of them (46%) failed within a year and a half. Of those new hires that failed, 89% of the times it was for attitudinal reasons, not lack of necessary skills.

Recruiters everywhere are realizing the importance of a proper cultural and attitudinal fit, over the traditional emphasis on skill or experience. When recruiters don’t have to micromanage every step of the documentation and compliance process, they can work towards ensuring that proper fit. This has been shown to increase retention rates, employee engagement levels and overall productivity.

Organization, finally!

When new users finally get to dive into Cyber Recruiter, they realize very quickly that this tech does so much more than parse and organize information from job applications and resumes. Hiring managers and recruiters can create requisitions effortlessly with templates, or from scratch. They can also review, share and score an applicant through an internal mailing system on the platform.

Once your team decides on a new hire, you can send the approval to the candidate through the platform, with all necessary new hire documents. No more volleying emails back and forth. Read more on our blog about Recruiting Software and Email Hell.

Offer a better candidate experience.

If your hiring process is a mess on the back end, it’s a mess on the candidate end as well. Disorganization and undefined processes will lead to a lengthy hiring process, poor communication with the candidate and even multiple rounds of interviews that are very often, completely unnecessary.

Candidates don’t have to stick around while you get it together. Furthermore, the hiring process is where the new employee starts to form their opinion of the entire organization. They want speed, communication and efficiency. HR pro and founder of popular HR and Recruiting blog site, Blogging4Jobs, said:

“The saying, Candidates are Customers too, should be hung over every wall of Human Resources departments across the country. Sometimes we forget that each candidate that goes through the HR department will most likely influence a future purchasing decision of your product/service.”

A good ATS will take most new users by surprise, as they do more than their name would suggest, and this is just a taste. ATS users experience improved scheduling, seamless onboarding and much more. Is your team ready to experience life with an ATS, or are you looking to improve your recruiting technology? We want to talk with you about it! Or if you want to check things out on your own first, here is a resources page to get you started.

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Tags: applicant management, applicant experience, Applicant tracking software

Four Free Ways to Better Your Workplace

Posted by Maren Hogan on Tue, Aug, 20, 2013 @ 10:08 AM

small__385583570We spend a whole lot of time there. It's a place of learning, stress, friendships and so much more. Why not work at improving it? If we have to be away from our friends an family 40+ hour/week, perhaps a stab at improvement is worth while. According to a U.S. Bureau of Labor and Statistics graph, the average worker between the ages of  25 and 54 with children spends the largest chunk of their time on work at, 8.8 hours. The second largest chunk of time was dedicated to sleep, at 7.6 hours. For most companies, there isn't a "Workplace Betterment" budget, so unless we all work for Google or Amazon, this is a group, shoe-string effort that takes a little creativity. 

Give Them Some Choice
Traditional offices have the same desks, same chairs, same devices and same walls. Let your team know that they are free to make some choices about their workspace and facilitate the changes. Maybe someone prefers sitting on an exercise ball sometimes, maybe they want to take a laptop and sit outside for a while. They'll have to come in for a charge, and exercise balls are meant to be sat on in 20 minute intervals. The up and down and movement are stimulating. People perform better when they get up periodically and walk around. Personal touches to their workspace allows employee to get more comfortable. It can also facilitate more interaction among your team. 

Reward with Freedoms
As long as company information is safe, employees should be given their choice of device as well. BYOD is becoming very popular. 60% of companies are now switching over to BYOD. People are accustom to their own favorite technology, so let them use it if there's no harm in it. 

Additionally, people absolutely love the freedoms that come along with teleworking. There must be something to this relatively new trend because 20% of today's workforce telecommutes. If the type of work permits, perhaps you can reward employees with a few days of work from home. This is also a great way to find out if this model of work is a good match for your company. These little freedoms are what employees love. 

Not every industry is built for a work from home model, you can still offer some time off, early days, extended lunch times. More often than not, people will prefer personal time over a Subway gift card. If they want a sandwich they'll buy it, they simply can't buy more time.

Push Vacation Time
On that note, we have learned from Companies like Evernote and Netflix that holding a tight rein on vacation time is an outdated business practice. Employees that take vacations are more productive, less stressed, happier and healthier. It's not just enough to let employee know that they can take vacation, because they won't. It has been successful trend for employers to lead by example. They too return to the office in a better state for work. 

Work on Your Management Team
The work is getting done and everyone is coming in on time seems to be the standard that a lot of companies hold their managers to. This is way below where the bar should be set. HIgh turnover is mostly attributed to issues with management. Keeping the lines of communication open, gathering feedback from employees and offering continued management training is vital to the health of any organization.

photo credit: herval via photopin cc

Tags: applicant experience, Best HR Software, cyber recruiter