How Do You Improve the Candidate Experience? Simple: Just Ask
Candidate experience is more important than ever. And yes, we can already hear your under-your-breath ‘but we already know that’ response, however according to recent research done by Talent Board, we’re not quite nailing it. The report showed a surprising trend – if a candidate has a negative employer experience, they are increasingly inclined to
Why Asking Employees To Take A Personality Test Will Increase Productivity & Retention
3 reasons why asking employees and new hires to take a personality test will increase productivity and retention.
10 Steps For Remote Hiring: Find Great Candidates Without Face-To-Face Interviews
Remote hiring is a great opportunity to find great candidates without face-to-face interviews. Follow these 10 steps to improve your remote hiring outcomes.
The Talent Scout Episode 17: How important is diversity in your hiring?
Listen now This post has been written by Shane Keane, Senior Recruitment Specialist, Scout Talent. When it came to scheduling episodes for this podcast, I always wanted to take a week in June to talk about diversity in organisations and within recruitment. The initial reason for this is that June is recognised in many parts
5 Questions to Ask When Exploring Software Providers
Looking at changing or obtaining new software? We share 5 questions to ask software providers so you can feel confident in making the right decision. When considering new software providers in any area of your business, it’s important to understand how their product aligns with your needs, their product roadmap and release schedule. Ask the following: What is your product roadmap and where is this product going to be in the next 6-12 months? Is this product going to help me now? If not completely, will it in the short term? What is the vision and what problems will the software solve? (Look for roadmap items that link directly to solving those problems.) What are my options for feedback? What does your release schedule look like? (Some companies will have longer release cycles than others. So if you don’t see a feature, but it’s “coming soon”, it’s good to find out rough timelines).
The Talent Scout Episode 8: What is an applicant tracking system and why does it matter?
We have referenced this in a lot of our previous articles, but finally, after all of this time, we are going to address what an ATS is and why it matters.
What’s The Difference Between Closed And Open Platform?
Open Platform vs. HRIS Closed Platform: What’s the difference and why does it matter? Learn how to make the best choice for your organization.
Open Platform vs. Closed Platform: What’s the Difference and Why Does it Matter?
Open Platform vs. HRIS Closed Platform: What’s the difference and why does it matter? Learn how to make the best choice for your organization.
The Top Reasons Candidates Decide Not to Apply for a Role
Candidates quit applications or decide not to apply for a role for a number of reasons: poor careers site navigation, lack of visibility to opportunities or poor employer brand. Here are the top reasons, and what you can do about it. Founded 16 years ago, Potentialpark conducts global annual studies to rank top employer brands and determine candidates’ needs and expectations. Potentialpark’s Digital Employer Branding Expert Stephan van Calker shared insights from their latest global study, revealing why candidates decide not to apply for roles. Incomplete applications and bounces from careers sites Globally, 56% of candidates said they had quit during a job application, which is a considerable number. Candidates usually provide three main reasons: the job/organisation wasn’t right for me there were no relevant open jobs for me poor website functionality and design. This is very telling in giving employers clues as to how to improve their candidate experience. In particular, organisations should focus on job search functionality on their careers sites. Also, broken or absent selection filters mean candidates can’t search well enough for positions by location or experience level. For example, if your website is tracking candidates’ location and reveals only local jobs, this can be very limited. Poor careers site Among the reasons candidates decide not to apply for a role is a poor careers site. What makes a great careers site? There are a number of key elements on a careers site. The most important part of a careers site is a clear menu. Candidates want to know where they are and be able to navigate easily. Another important element is the job search section. Candidates want more developed job search functions with working filters and selection criteria. Careers sites are the most powerful tool you can use to generate interest and present your unique offering. Help candidates understand if your organisation is right for them, in addition to them being able to determine if they are right for you. Organisations without content or that have irrelevant content will find candidates might not be able to select or deselect themselves, as they don’t have enough information to make an informed decision. Recruiters then have to wade through numerous unsuitable applications from candidates who aren’t a great fit. So populate your careers site with strong brand messaging, videos, testimonials, and employee profile stories. Lack of transparency Candidates want more insight and transparency in the recruitment process. They want to know, for example, how long does it take to complete an application, and how long they can expect to hear from organisations after applying. According to Potentialpark, only 7% of organisations tell candidates in advance when or if they will hear back from them. By using strong communication practices and candidate care processes, you’ll be miles ahead of your talent competitors. (Tip: specific dates don’t need to be set in stone. Simply providing a general overview and regular updates is adequate.) Poor employer branding Have you considered poor employer branding among the reasons candidates decide not to apply for a role? Use data to inform your employer branding strategy. In building your employer brand, conduct a thorough assessment of your key candidate communication channels. That is, your careers site, Candidate Management System (CMS), social channels, recruitment advertisements, and mobile experience. Ensure you have strong job search functionality on your careers site and use data to inform your decision-making. Last but not least, manage candidate expectations by providing them with an idea about what to expect in your recruitment process. One last important thing to note is that candidates not applying for roles isn’t necessarily a bad thing. After all, while organisations are hoping to attract the right people to apply, they are also hoping to turn away the wrong people. Do you need a recruitment campaign to attract the best candidates to your vacancy? Schedule a discussion with our Recruitment Advertising Specialists here, call us on 1300 366 573 or email info@scouttalent.com.au.
3 Reasons Why You Need A Shortlisting & Selection Specialist
With so many changes in 2020, here’s why you need a shortlisting specialist to make your life easier and continue to hire the best talent.
