Employers aren’t happy with their hiring processes, according to a 2015 survey of 1,400 employers and 13,000 candidates by Allegis Group Inc
. They’re frustrated with both the quantity and the quality of the job applicants they receive when they advertise an open position. What factors influence the candidate pool and what can employers do to get more – and more valuable – job candidates?
The survey found that, among employers:
- Only 1/3 are very satisfied with the number of applicants received
- Half report receiving too few applicants per opening
- Only 1/3 are very satisfied with the quality of applicants received
So is there anything employers can do to boost their satisfaction with the process? Plenty.
What separates the leaders?
In the survey, employers that reported high satisfaction with job candidates share one key trait; they prioritize the candidate experience. That means focusing on the recruiting process from the candidate’s point of view and making sure it is optimized.
Candidates surveyed ranked their top three must-haves in the recruiting process:
What gets measured gets done
- 85 percent want consistent communication throughout the process
- 81 percent want accurate job descriptions
- 63 percent want hiring companies to be responsive to their calls and emails
Organizations that measure talent acquisition performance with candidate satisfaction are significantly more likely to say that these are not issues:
- Quality of applicants
- Quantity of applicants
- Time to fill
- Cost per hire
- Onboarding process
Yet only 35 percent of employers rank the candidate experience as one of the top three performance metrics in talent acquisition.
Frustrations with talent acquisition’s product – i.e. candidate quality – most often stem from problems within the recruitment process itself.
Nearly two out of five organizations do not have a documented recruiting process to guide success. It is no surprise then that fewer than half of hiring managers, human resources professionals, and candidates are very satisfied with the recruitment process. Without a process, recruitment becomes disorganized and yields inconsistent results.
Yet, even those employers who have a documented process struggle to ensure alignment and understanding throughout their organization. After all, a process document alone does not equate to consistently performing the right behaviors across all stakeholders groups.
Our research found that those organizations that embrace fundamental recruiting truths – and align their recruitment processes accordingly – win the war for talent.
Want to know more? Check back next week for Part 2 of 5, or access a white paper
with the full results of the survey.