Companies are constantly looking for lead sources or exploring many marketing strategies to find good, quality applicants. Today, everyone is placing ads on job boards, billboards, using email campaigns, the company career page, and much more. Each of these strategies cost time and resources. However, there is a better recruiting source using today’s social networking outlets, that makes looking for a job much easier for these qualified candidates. It’s less work for you, and much less expensive than you think.
Your existing “pre-qualified” applicant pool is your best source of additional candidates, and you don’t have to do any additional work to gain access to them. Just let your existing candidate pool do the work for you.
So here’s an example of how something described above might work. In a typical application process all applicants go through an assessment. At the end of the assessment those applicants that “pass” or master a certain aspect of the assessment can move on to the next step and earn a mastery “badge.” This badge is an endorsement by the company that they have the skills necessary to do the job. In turn each applicant can choose to automatically post their badge on their social media pages (i.e., Facebook, LinkedIn, Twitter, etc.). The badge asks for an endorsement from their friends and offers their network of friends the opportunity to also apply to your company. Essentially, you gain information about your candidate’s mastery of skills, and at the same time get leads from that candidate through their social network of friends and colleagues.
Companies using this strategy have found:
- 45% of individuals that “earn” a badge through the assessment are choosing to post their badge publically on their social media sites and;
- 25% of those that post their badge, additional leads for the company have been generated
And this happens without any additional resources or time spent by the company marketing to find candidates.
To see an example of the badges used within the real estate industry and/or to learn more about the process visit our product website. And there are also numerous other examples used in other industries as well.
We’ve all heard it constantly, “The war for talent still exists.” The reason we keep hearing it is because it’s true.
So what are companies doing to win the war? Not too much differently than what they’ve always done; put lots of video on their career page and hope individuals watch. So, how do candidates determine which videos pertain to them, so they don’t spend too much time watching all of them?. If they realize the company may be a good fit, then they will be willing to look for more information.
Candidates already spend too much time navigating the company’s Applicant Tracking System (ATS), career information, registering, searching, and filling out lengthy applications, before they know whether they even want the job. The trick is figuring out early in the recruiting process how to keep them interested so they will continue with the more lengthy application process, to decrease your odds of losing them, and increase the number of quality candidates to choose from.
Think about it, if you knew a candidate was motivated by a high salary, corporate social responsibility, and career development - wouldn’t you tell them how your company could meet their needs? If they were young and single and weren’t interested in benefits - would you spend much time telling them how great your benefits package was?
You will not achieve your goal of hiring quality candidates if your online process is the same for every candidate. Candidates will drift away if they all receive the same videos; the same questions; and the same responses—nothing is unique to the unique candidate.
By using a new streamlined system of interviewing, that uses video and the internet to create a custom first interview and customized recruiting message for each candidate, you’ll find what motivates the candidate and also present your employee value proposition to them immediately. You create an experience that causes those applicants that are a good fit to continue through the entire hiring process quickly, and you collect the information real time. Ultimately, you make them want to work for you and thereby convert more prospects to hires.
For more information on this new interviewing technique check out our other blogs or click here for to see an example.
There are numerous ways to conduct an Internet-based interview. Many companies claim to be doing Internet interviewing and at some level they probably are. There are three basic kinds of offerings in this arena, each with their own pros and cons.
- Remote Interviewing. This is simply using existing technology (i.e., Skype) to conduct an interview where the interviewer and interviewee are in different locations. This obviously saves travel costs and time but is not much more efficient than the typical interview. It still needs to be scheduled and both participants need to be available and present at the same time. The amount of time the interview takes is just as long as if they were face-to-face. The only major savings is travel time and costs.
- Pre-recorded Applicant’s Responses to Pre-defined Questions. This can work by having an applicant sit at a computer and either read, listen to, or see a question read to them. In turn, the computer’s webcam records the verbal, open-ended response to the question. In this case the company recruiter simply watches and rates each interview question. In this way time is only saved by those who are “failing” the interview early in the questions. In other words, if an interviewee does poorly on the first 2-3 questions then the recruiter can end the interview by simply not watching any more questions, and therefore save themselves some time. If the interview was live it would be harder to cut the interview short. In this case all applicants get the same questions and hear the same information regardless of their interests. In other words, there is no active recruiting other than the same canned information that is presented to all candidates. There are other potential problems with candidates being able to gain access to web cams or deal with troubleshooting issues when the candidate doesn’t know how to operate the equipment properly. In these cases alternative interviews still have to be arranged.
- Blend of Remote Interview and Recorded Responses. This involves a blend of #1 and #2 and provides the benefits of each without some of the pitfalls. In this case companies create a script of pre-recorded interview questions and responses to the questions that are video-delivered to the candidate via the Internet. Candidates are then able to answer using their keyboard, audio, or video, and based on their answers the “System” automatically branches to the most relevant information for that particular candidate, as well as the most appropriate next question. In this way candidates hear the employee value proposition that’s most relevant to them from the beginning of the recruiting process. All of this is done using a video interview format so the candidate is engaged in an interactive experience. The questions also allow the company to do automatic pre-screening based on certain questions. So the company does not spend time with candidates that do not meet minimum requirements, are not interested in the job, and/or do not have the right experience and background.
For more information on this new interviewing technique, check out our other blogs or click here to watch an example.
Companies often have a very structured and consistent process when it comes to hiring; typically using the exact same interview questions for everyone. There are better options.
In fact, from our research, we have found most companies do not differentiate between their high and low potential candidates when it comes to the process they use to make decisions. Many companies spend too much time with low probability candidates and not enough time actively recruiting their higher probability candidates.
Obviously all candidates can’t be processed through a lengthy interview, or if they are that company is spending way too much time and resources on their process. Adding in pre-screeners initially will determine who has the highest probability of success and thereby your efforts can be more heavily focused on those individuals. And we have also found in our research it is essential to properly communicate your employee value proposition early in the process, so each prospect understands what your organization offers him/her.
New technology systems are out there to allow for this to happen quite easily. Imagine a pre-defined structured interview that is delivered using video via the internet. Candidates answer pre-defined questions and based on their answers are presented only information most relevant to them. Don’t waste the candidates time selling them on health benefits if that’s not of interest to them. Likewise for the individual interested in career development in an organization - make sure they get the information on your company’s career development differentiators. Again, all this can be done in an automated fashion. Not only does this system allow you to pre-screen and prioritize who you should speak to in much greater detail, it does an excellent job of “recruiting” the candidates that you are most interested in by showing them your value proposition very early in the recruiting process.
Click to see a brief demonstration of what I’m describing.
Companies want to choose who to hire. The same holds true for job candidates. They too are making a choice – the choice of which company they want to work for. If companies take that for granted they will continue to lose quality applicants during their hiring process.
Companies are spending billions of dollars advertising jobs and trying to attract job candidates to apply to their job openings. Too many qualified candidates never make it through most companies’ application process because they are too long and boring. Career sites today are largely text-based, difficult to navigate, and ask too many questions. And this happens all before the candidate has enough information to find out if they even want to work for the organization. It has become difficult for candidates to find relevant information about the company and positions during their decision making process.
Long online application processes create barriers for candidates that result in a lot of practical problems for recruiters, such as spending way too much time with low probability candidates, and not enough time with the best qualified. Plus, the lack of interactivity and engagement within the company’s career pages turn away the passive job seeker – potentially blocking them from any more visits to your site.
Ultimately these factors reduce the quality of hires, which is costing companies millions each year by hiring the wrong people.
Companies need a recruiting system to both attract and pre-screen talent. They need a system that sources more candidates and recruits more efficiently. Each applicant should have their own unique experience that is engaging and most relevant to them. Companies need to improve how they connect with passive job candidates and provide a way to identify high potential candidates early in the process, so they are expedited through their recruiting process. Moreover, GenWeb candidates expect an interesting and unique exchange while learning about the organization. And each candidate should be provided a specific message where they stand in the application process.
By improving your recruiting process with functionality described in this blog you make sure the candidates you want are getting through your process. This means you can reduce wasted time and resources on job prospects that will never be right for your company and focus your attention on the right candidates. In fact, you can increase your applicant pool by greater than 30%, cut your recruiting time by 40%, reduce turnover by 30%, and generate a significant ROI.
To learn more about how to engage the passive job seeker and provide each candidate a unique experience, click below to view our video on AccuRecruiter.
Hopefully you’ve realized that your job candidates are also your customers (existing and potential). If your customers have a bad experience - what do you think happens? And how do you think they’ll feel about your company? Do you think you have a high probability of keeping them as a customer? Probably Not! And that ultimately will hurt your talent acquisition process.
5 Bad Things You Shouldn’t Do To Your Job Applicants:
- Ask them to spend more than 10 minutes before they understand what your company and the job has to offer them.
- Spend too much time registering for and filling out a long, text-based application.
- Leave them in limbo at the end of each part of the hiring process. In other words give them very specific information at the end of each step as to what they can expect and what their chances are of getting the job.
- Don’t treat all job candidates the same. Each candidate has a different perspective on what they want to know about the company and the job before committing too much time to the hiring process.
- Don’t ask job candidates to complete a boring process and application that you wouldn’t be happy to complete yourself.
7 Good Things To Do For Your Job Applicants:
- Create an interactive experience where they get information based on their answers to questions on the application.
- Use video so they feel engaged with the entire process.
- Create a process that lets you spend more time with your high potential applicants and less time with your low potential applicants.
- For those applicants that are not qualified let them experience a very short, interactive, and friendly process so they are not upset at spending too much time and the ultimate result.
- Make sure your application experience treats them in their best interest versus the company’s best interest.
- Make the online experience more similar to what people are used to now (i.e., informative and engaging).
- Make the process mobile/tablet friendly.
Today’s job candidate expectations have risen. Candidates are smarter, more technology savvy, informed and share their experiences with everyone. More web sites have been created to allow employees and job prospects to share their feelings, experiences, and thoughts on each company’s application process. Make sure what’s being shared out there on the web about your talent acquisition process is positive. For more information on this topic feel free to download our whitepaper Which is More Important – Candidate or Recruiter.
Even though you have sufficient numbers of candidates, are you finding the right people? Hiring the right people can be as difficult and time consuming as searching for a shiny, sharp needle in the middle of a haystack.
Over the past 5 years most companies have been comfortable with the quantity of candidates available to fill openings. During this time difficulty in filling openings remained at a historically low level. When the job market is tight, applicants applying are not always suited to positions advertised resulting in sifting through dozens or even hundreds of resumes, culling out those suited for interviews. Companies are in this conundrum now, and you realize there is huge risk associated with ignoring quality, when quantity is sufficient. Assuming a large number of applications will result in finding employees with the critical skills to be successful is a risky and costly supposition. Because of this recent history, most companies have lost focus in recruitment and selection, assuming there will be plenty of talent available whenever they need it.
Upon further probing, many companies are citing increasing difficulties attracting the “right” employees, those with the critical skills a company needs to compete in its market. Over the past five years this difficulty has continued to increase even though there are plenty of candidates available for the “average” job.
For example, a national hospitality company was easily able to fill 2,200 open sales positions last year. However, performance was still down. By focusing their recruiting and selection process on the critical skills needed and communicating their true employee value proposition to those candidates with the “right” skills, they were able to increase production in the first three months over 50%. There is a direct relationship between hiring the “right” salesperson and corresponding revenue / revenue increase. Moreover, recruiting the “right” salesperson is not easy and can’t be based on a single message to all recruits.
So what must your company do to be successful attracting the highly qualified candidate to apply/join you? It starts from the moment you make contact with them. These candidates have certain expectations that must be met in order to become their employer of choice. Highly skilled candidates are no longer willing to spend 45 minutes on a company web site filling out information without getting something in return. Companies must make their job search and talent attraction system interactive and engaging. It must also be adaptive in such a way that candidates are getting the information based on what their motivators and interests are. Only then will candidates be willing to engage in the more formal application process and invest time in finding out whether there is a fit with the organization and what they need in an employer.
To learn more about automated, adaptive video interviewing via the web as a recruiting tool please contact us today. In addition, read our recent white paper - Which is More Important – the Candidate or Recruiter Experience?
Given the sophistication of technology available today, one would think that companies would do a remarkable job communicating with their job prospects throughout the entire recruiting process.
You would think that they would do an even better job of telling candidates about their employee value proposition from the beginning.
Ideally you would also think that they could make quick decisions and let candidates know the status of their decision making process in an ongoing manner.
In fact, for over 80% of companies recruiting - this isn’t true.
Even with sophisticated Applicant Tracking Systems (ATS), staffing operations within companies do a poor job catering to their job candidates (i.e., their consumers), and despite the fact almost all companies use some form of an ATS. However most companies implement an ATS to make the job of collecting data, processing data, and reporting easier for their company personnel, often times at the frustration of the job candidate.
Today’s web generation of job seekers have different expectations. Five years ago, when job candidates began to apply online it was still ok to ask them to spend 45 minutes going through an online, text-based job application before even telling them about the company. Today it is not. Job seekers are still willing to spend a little bit of time to determine if the company is right for them, however, they expect something in return – information about why this is a good place for them to work. If they don’t find that employee value proposition quickly you will lose them. They also want a process that is interactive and makes use of video (or audio). And this doesn’t mean solely choosing one of 10 employee testimonials to hear. It means they want someone to tell them about what’s most important to them.
If your application process is still relying on having someone find a job opening, register to apply, apply through a text-based application, and then at the end send them an automated email thanking them for their time - then you will be in trouble in the near future. The war for talent is as active as ever and those that adjust their processes to meet the needs of their consumers (i.e., job applicants) will win. Make sure you create an interactive, engaging, and informative application process
To read more about this topic download our latest whitepaper, “Which is More Important – the Candidate or the Recruiter Experience?”
When it comes to the early stages of acquiring talent most companies have it WRONG. Most companies are using outdated technology, and more importantly outdated methods to actively engage with job candidates. Today’s candidates expect more from companies and those companies that are on the forefront of using new recruiting techniques will win the continuing war for talent.
As part of a large research project, AlignMark assessed and evaluated over 100 online applications from well-known companies across a variety of industries. This is the first installment of our findings.
Company Online Applications
Most businesses have implemented at least an online application process (96%). However there are still 4% of businesses which had no online process at all, and a much greater number of business (36%) that had an online process for only “higher level” jobs (e.g., management and above). In fact, the majority of companies in the retail industry still require candidates at the associate level to simply “show up” at the store to talk with a manager.
Job Seekers Expectations
Today’s job seekers (especially passive ones) are looking for an experience where they can learn about the company and job opportunities without having to invest too much time and without having to share personal information upfront. Over 95% of the businesses with an online process required the candidate to “register” before actually starting the application process. While information is included in a careers page most passive job seekers do not want to “register” first, they’d rather learn first and make an educated decision on whether it’s worth going further or not.
Engaging Job Seekers with Multi-Media
Obviously companies are beginning to understand that video and audio are more engaging formats vs. reading rows of text on a web site. Multi-Media assets play a large role in application appeal yet only 36% of companies included any use of audio or video. Of the 36%, only 27% of those included multi-media assets into their actual application process (used in the assessment process); the other 73% only included a branding video on their career tab.
While the use of video is growing the interactivity of the process is non-existent. 99% of companies have not designed their application to interact and respond to what the job seeker actually wants to learn about. If you’re wondering how this can be done the answer is simple, ASK THEM. Based on questions of the job seeker the message back to them should be tailored to their responses. Give them the information they want to hear. Right now companies are treating the application process as “the same shoe fits all.”
These are just a few of the high level finding in our study. We’ll be publishing many more over the coming weeks. For more findings continue to follow our blog or contact us for a full report when it becomes available.
For additional information and statistics, you can download our recent white paper, Talent Acquisition – The Power of Social Media and the Internet
An automated online interview is a web based, video “interview” simulation or interaction that is the first line of contact with a prospect. It does not replace an Applicant Tracking System (ATS); rather it improves the job seeker experience. It is an engaging medium for the job seeker and an excellent tool for the company to communicate how and why they are the employer of choice.
With any new technology and paradigm shift there will be questions and unknowns. This blog examines five unknown or misunderstood benefits of an automated online interview.
5 Unknown Benefits:
- It’s personal
- Less costly
- Live person interviews are not necessary for every job candidate
- It complements an ATS
- Provides value to both candidate and employer
Unknown Benefit #1 – It’s personal
- Applicant expectations are different today. Most candidates want instant feedback, answers to their specific questions and to interact with technology versus live people. Just look at the increase in phone texts and emails as a primary means of communications. Candidates also want to get some information based on their needs and interests before they give a lot of personal information. And while reading text messages are good for short pieces of information, watching and interacting with an automated interviewer via the web is much better than the alternative.
Unknown Benefit #2 – Less costly (with a strong ROI)
- Not only is it less costly on a direct cost basis, it provides many more benefits that lead to an increased return on investment. Improved time to fill positions, the ability to hire a better quality candidate, improved interview to selection ratios are only a few of the monetary benefits of using this technology.
Unknown Benefit #3 – Live person interviews are not necessary for every job candidate
- Candidates use the internet for scheduling dinner reservations, ordering food, shopping, and much more. They don’t like leaving messages and having to get “called back.” They want instant feedback no matter how it’s delivered versus hearing from an interviewer that someone will get back with them if they qualify.
- They don’t want to have a live conversation with someone until they are ready. And in fact, right now job seekers have to wait longer to speak with a live person. By the time the specific job is found, the applicant registers on the ATS, completes the application, and waits for it to be reviewed much more time will have passed.
- Qualified candidates will actually get to speak with a live person quicker than they would have otherwise, and that’s best for the company. The company finds and is able to hire the qualified job candidate much quicker than using the traditional hiring practices because they are not spending time with people that cannot meet the job expectations.
Unknown Benefit #4 – It complements an ATS
- Today’s applicant tracking systems are becoming more and more sophisticated, yet, the basic purpose is to manage the job posting and application process. However, the ATS is not meant to show video, to have active and differential messaging based on the needs of the applicant, to do “active recruiting of passive job seekers,” etc. And in fact, these two systems are very complementary; the automated interview can meet the needs of the passive job seeker which in turn will make it more desirable for them to complete the online application process.
Unknown Benefit #5 - It’s provides value to both candidate and employer
- With the war for talent, today more than ever it is important to present your brand and employee value proposition to job candidates as early in the talent acquisition process as possible. There is a value on being able to find a higher quality candidate that is not currently looking for a job. There is value in being able to identify high potential candidates very early in the sourcing process and making sure they get to the front of the recruiting line. There is value in creating an appealing process for the expectations of the “web generation,” and much more.
Online automated interviews will become much more common in the near future. They will change the hiring process which has been stagnant for years now. And they will provide significantly greater value to almost all organizations. To read more about online interviews, view our most recent blog Talent Acquisition Paradigm Shift.
For more information on automated online interviews, visit Online Interview Simulation to view sample demos and additional white papers on Talent Management and social media recruiting.