Did you know that 95% of job seekers who click on a job ad will never finish filling out an application? Since the cost per click increased 54% in 2021 and 43% the year before, according to Appcast, the cost of losing the attention of candidates has skyrocketed. In order to cut through the noise, a positive candidate experience is becoming increasingly critical to drawing and retaining top talent.
The Pillars of a Positive Candidate Experience
A successful candidate experience is built on several key elements. Together, these factors help create an environment where each job seeker feels valued, respected and motivated to pursue opportunities with your organization. More recently, these three pillars have become a focal point for many employers:
Candidate-focused job application: Write clear, concise and engaging job descriptions that accurately reflect the role’s responsibilities, requirements and career potential. Be sure to highlight your organization’s unique selling points and employee benefits. A well-written description not only attracts the right job candidate but also helps them understand how they can contribute to your organization’s success.
Inclusive hiring practices: Develop and implement inclusive hiring practices that promote diversity and eliminate potential biases, including using a dedicated talent board and diverse platforms to advertise a job opening. These standardize interview questions and train your hiring team in diversity principles. You can foster an inclusive environment that appeals to a wide range of applicants.
Post-interview follow-up and closure: Provide timely follow-up and closure to each potential candidate after an interview, regardless of whether you make an offer. Informing candidates of their status promptly shows respect for their time and effort, leaving them with a positive impression of your organization. Give constructive feedback if you can; they’ll appreciate the candor and it helps maintain an open line of communication for future opportunities.
Empowering Your Employer Brand Through a Positive Candidate Experience
Understanding the connection between a better candidate experience and employer brand is essential for success. A strong brand communicates your company’s values, culture and commitment to employee growth and satisfaction. Showcase these qualities and create a desirable image for potential team members.
To make the most of candidate engagement, incorporate it into your marketing. Encourage prospects to share their positive experiences with your company, both online and offline. Use testimonials, success stories and social media to showcase your commitment to giving candidates a great experience. This not only reinforces your brand reputation but also helps spread the word that your organization is an excellent place to work.
Measuring candidate experience is another part of continuous improvement. One way to gauge success is using candidate experience surveys. They provide valuable feedback on your hiring process and help identify stages of the recruitment process to enhance.
How to Implement a Candidate-Centric Hiring Process
Many traditional hiring methods are failing to deliver the desired results. According to Linkedin, 73% of hiring managers find it challenging to discover the right talent for their company. Many recruitment issues can be resolved by reworking strategies around candidates, rather than expecting candidates to adapt to outdated processes.
Here are some of the ways to achieve this goal:
Simplify your application process: Keep your application form short and user friendly, asking only the most relevant questions to avoid overwhelming job seekers. Appcast reports that in 2021, nearly 70% of job applications were submitted via mobile devices. Make sure your listings are mobile-friendly to make it easier for applicants.
Prioritize communication: Keep each applicant informed throughout the recruiting process, sending timely updates on their application status and providing clear next steps. You can reach candidates where they are, on their devices, by staying in contact via text.
Utilize technology: Use an effective applicant-tracking system to improve the candidate experience by automating tasks, optimizing the hiring process and ensuring a seamless application venture.
Personalize the experience: Tailor your candidate communication to reflect the applicant’s specific skills, background and interests. Show that you have taken the time to review their application and understand their unique qualifications.
Demonstrate your company culture: Share information about your company’s culture, values and commitment to employee growth and satisfaction in the job description. Candidates should envision themselves as part of your organization and have a strong incentive to join.
ApplicantStack plays a pivotal role in shaping a positive candidate experience, setting your organization apart from competitors. Quicker feedback, a personalized candidate journey and inclusive recruitment practices allow you to attract and retain top talent with ease. Harness the power of ApplicantStack to elevate your hiring and onboarding process and strengthen your employer branding, ultimately securing a diverse and highly skilled workforce that will propel your business forward.
Nearly 80% of U.S. employees worry that they’ll lose their job during a recession, according to Insight Global. Yet, 57% of the workforce reports still looking for better pay and benefits – something fewer employers offer during financial uncertainty. In times of economic turbulence, unemployment becomes a widespread concern among job seekers, affecting their decision-making processes and performance during job searches. This anxiety can arise from several factors such as economic instability, high interest rates, inflation and rising living costs, all of which influence job security perceptions.
A tight labor market further exacerbates this fear for potential employees, while employers may struggle to secure top talent amid increased competition and a rapidly changing work landscape. As the number of remote and flexible job opportunities continues to grow, job seekers may find it more challenging to secure stable, long-term employment. Understanding the causes and consequences of unemployment anxiety is crucial for both job seekers and recruiters to navigate these challenging times successfully and for the latter to create tailored recruitment strategies that address job seekers’ concerns.
Job Insecurity: Causes and Effects
Fear of unemployment is a multifaceted issue that stems from various sources. Some of the most common factors contributing to this anxiety include:
Job insecurity: The volatile nature of specific industries and the ever-changing job market landscape can make employees feel uncertain about their long-term prospects in their current positions.
Economic instability: Fluctuations in the economy, coupled with recessions or downturns, can lead to increased concerns about job security, as companies may downsize or implement hiring freezes.
Lack of job opportunities: In competitive job markets, job seekers may feel overwhelmed by the scarcity of available positions that match their skills and experience, further fueling their fears of unemployment.
Personal experiences: Individuals who have faced job loss (or know someone who has) can become more apprehensive about their job security and the future of demand for their job.
Media influence: News reports and social media discussions highlighting high unemployment rates, layoffs and struggling industries can heighten job seekers’ concerns about their own job security.
These worries can take a toll on job searchers’ mental well-being, leading to a range of adverse consequences such as:
Anxiety and stress: The uncertainty surrounding job protection can cause job seekers to experience heightened anxiety and stress, which can negatively impact their employment search efforts and overall quality of life. According to the American Institute of Stress, job insecurity is one of the top reasons people experience workplace anxiety.
Loss of confidence: Prolonged periods of job-seeking or experiencing multiple rejections can diminish self-esteem, causing previously hopeful individuals to doubt the worth of their abilities and qualifications.
Depression: The emotional strain of unemployment anxiety can sometimes lead to depression, further hindering job seekers’ motivation and ability to engage in productive job searches.
Performance issues during recruitment: The fear of unemployment can cause employment candidates to underperform during interviews or assessments due to nervousness or a decline in confidence in their capabilities.
By acknowledging and managing the fear of unemployment, job seekers and recruiters can work together to create a more positive and successful recruitment experience that benefits all parties involved.
The Employer’s Role in Addressing the Fear of Unemployment
To effectively address the fear of unemployment, employers should adopt a more empathetic and compassionate approach in their hiring processes. These efforts can include offering support and resources to job candidates and implementing initiatives to create a more secure and comfortable environment during recruitment.
Here are some measures hiring managers can take to ease any fears among job candidates and make the hiring process less anxiety-inducing:
Communication and support: Regularly communicating with candidates throughout the hiring journey can help alleviate their fears and provide reassurance. Offer resources such as resume critiques and interview coaching to demonstrate commitment to a candidate’s success. It’s also useful to stay in contact with applicants rather than leaving them wondering if (or when) they’ll hear from you.
Job stability: Highlighting the company’s resilience and long-term growth plans can give candidates confidence in the potential employee’s job security. Sharing success stories and the company’s employee retention statistics can also be reassuring.
Holistic recruitment strategies: Leveraging social media platforms for advertising and recruiting efforts can help companies connect with a wider pool of prospects. By showcasing the company culture and values on platforms like LinkedIn, Facebook and Twitter, managers can create a sense of transparency and trust.
Skills development and career growth: Promoting potential opportunities for professional development, training and career growth can help candidates to feel more secure about their long-term prospects with the company. Outlining clear career paths and advancement opportunities can help show applicants that there’s a future for them within the organization.
Inclusive benefits and perks: Companies should consider offering a comprehensive benefits package that appeals to a diverse range of candidates. Such a package may include child care support, mental health resources and wellness programs, in addition to more traditional benefits like health insurance and retirement plans.
By implementing these measures, employers can create an environment in which job candidates feel more secure and less anxious during the recruiting process. Focusing on transparency, communication and holistic recruitment strategies allows recruitment managers to effectively address the fear of unemployment and create a more positive experience for job candidates navigating the job market.
Enhancing Your Recruitment Strategy With Software and Technology
A well-planned recruitment method is essential for finding, attracting and retaining top talent. With rapid advancements in technology, hiring managers have the opportunity to improve their recruiting efforts by utilizing software and tools designed to optimize various aspects of talent acquisition. Here’s a deeper look into how technology can improve strategic recruitment:
Automation and efficiency
Technology can help automate repetitive tasks such as screening resumes, scheduling interviews and sending follow-up emails. By automating these functions, recruiters can save time and focus on more strategic aspects of evaluating whether a candidate is a good fit with the company’s culture and their potential for growth within the organization.
Enhanced candidate experience
A smooth and user-friendly application method can significantly improve a candidate’s experience and perception of the company. By using technology to make it easier for a job seeker to apply, you reduce the likelihood of losing top talent due to cumbersome application procedures. Make sure to assess whether applicants can use their mobile devices, as mobile applications have skyrocketed in the recent past.
Data-driven decision making
Advanced software and tools can provide valuable insights and data analytics that help companies make more informed decisions throughout the recruiting process. By analyzing key metrics such as time to fill, cost per hire and candidate source effectiveness, you can refine strategies and focus on the most successful channels for sourcing top talent.
Social media and online presence
Given the growing importance of social media and online platforms in recruitment, companies need technology that can help them effectively manage their online presence and engage with the passive candidate. Tools like LinkedIn Recruiter and Facebook Jobs enable a proactive hiring manager to target and connect with a potential employee who may not be actively seeking new opportunities.
Improved collaboration and communication
Recruitment software often includes features that facilitate better communication and collaboration among team members involved in the hiring process. With the ability to share notes, track progress and centralize candidate information, hiring teams can work more cohesively and make better informed decisions.
Diversity and inclusion
Technology can play a significant role in promoting diversity and inclusion in the recruitment process. Advanced algorithms and AI-powered tools can help identify and eliminate potential biases in job descriptions, resume screenings and interview assessments. By promoting a more equitable recruitment strategy, companies can attract a diverse range of candidates and foster a more inclusive workplace culture.
Remote and global recruitment
The rise of remote work has created new opportunities for companies to dip into the global talent pool and access skilled professionals located around the world. Recruiters can connect with candidates across geographical boundaries using video conferencing tools and virtual hiring events to conduct interviews and assessments, allowing them to tap into a broader range of skills.
ApplicantStack: A Powerful Tool for Your Recruitment Strategy
ApplicantStack is a comprehensive recruitment solution designed to streamline the hiring process and improve the efficiency of recruiting efforts. Through its wide range of features and integrations, ApplicantStack can help you optimize your recruitment strategy in several ways:
Customizable job application forms and questionnaires ensure that you collect necessary candidate information.
Integration with popular job boards and social media platforms broaden your reach and attract more applicants.
Advanced search and filtering capabilities help you quickly identify the most qualified candidates.
Mobile-friendly applications allow potential hires to submit their information from their devices.
Automated workflows streamline communication and following up with candidates, keeping them engaged throughout the process.
Analytics and reporting tools help you track key performance metrics and optimize your recruitment strategy based on data-driven insights.
ApplicantStack offers powerful and comprehensive tools for optimizing your recruitment efforts, allowing you to attract and retain top talent in a competitive job market. By embracing these technological advancements, companies can stay ahead of the curve and maintain a strong employee brand, ultimately leading to long-term success and growth. Additionally, providing support to potential new hires throughout the process can ease fears and keep everyone feeling positive about the future.
Talent acquisition has always played a key role in finding and bringing on new hires. But the work they do isn’t as beneficial if the new employees don’t end up sticking around, which is where the importance of talent management comes into play.
What is Talent Management?
First things first: Talent management refers to the development efforts involved in maintaining a workforce. The goals of talent management initiatives include supporting employees, improving productivity, and building a more cohesive team. With the right strategy, managing talent can keep a business competitive while enhancing employee retention.
By investing in the employees of an organization, the business can provide development opportunities. When team members feel more valued, they’re likely to stick around, which boosts retention rates. But talent management is more than just developing and supporting employees. It starts with finding the right person to hire, which is why it’s so critical for talent acquisition and management teams to work together closely throughout the recruitment process.
Building the right talent strategy involves assessing business goals and aligning them with hiring and retention, as well as delivering on promises made when bringing on new hires. Data plays a key role in the decisions made around the workforce, so having access to information that provides detailed insights is a must for all businesses.
Talent management includes:
Planning for hiring needs and the skillsets that can aid in achieving company goals
Recruiting top talent
Bringing on new hires in a structured and supportive way
Training and developing employees
Managing the performance of each employee with regular check-ins
Performing regular assessments of compensation and benefits packages
Planning for the future of employees, including advancement
Investing in Talent Management
When your company invests in managing talent, it becomes easier to minimize disruptions in the workforce. If an employee departs unexpectedly, this can cause a gap in coverage, which may impact productivity and morale. But a supportive culture with opportunities for development and enhancement tends to produce employees who thrive. Employee retention is also an essential aspect of keeping business costs under control.
Whether your company is considering adding new positions in 2023 or seeking to fill vacant roles, investing in talent management is a must. Encouraging those involved in the talent acquisition process to work closely with your talent management team can make a big difference in the success of the business, from finding the right hires to nurturing and developing employees.
How to Improve Talent Acquisition in 2023
An accessible talent platform is a necessity in any business, regardless of size or industry. Cloud-based platforms ensure that all team members have access from any physical location. If you’re looking to change the way your company finds, brings on, and supports new hires, WorkforceHub could be the cost-effective solution you need. It’s available with a robust talent management platform that aids in recruitment, while the HR side of the platform offers tools that boost engagement and support performance management initiatives. The result? Happier, more engaged employees. Learn more or request a free trial today.
Here are the other posts in the 2023 Talent Acquisition Trends series:
Indeed is the top job site in the United States, with 250 million unique monthly visitors. The company’s mission is to help people get jobs. ApplicantStack, a top-rated and award-winning applicant-tracking system, teamed up with Indeed to provide a helpful integration that allows hiring managers and business owners to get open positions in front of the right audience. Vanessa Pierre, a partner manager at Indeed, and Brandon Peterson, an account manager at ApplicantStack, co-hosted a webinar to cover this integration, along with details around Indeed’s search engine and algorithm.
Understanding Indeed’s Search Engine
Pierre kicked off the webinar with insights into Indeed’s history and success among jobseekers, with over 16 years of providing hiring insights and resources to help recruiters get their positions in front of top candidates. According to recent data, roughly 70 percent of Indeed’s users are on mobile, which emphasizes the importance of optimizing job ads for those browsing on their phones and tablets.
Recruiters must engage with talent continuously in three main ways:
Relevance: Including the right keywords in titles and making strategic investments into sponsored jobs
Meaningful: Sharing content that draws talent, performs well in searches, and uses outbound tools
Authentic: Actively curating the employer brand on the company page and maintaining consistency throughout all interactions with jobseekers
The Indeed Algorithm
Some of the key factors that impact a job posting’s relevance through the Indeed algorithm include:
The length of time a job has been posted
The quality of the content within the ad
The strength of employer brand
The physical location of the job
Reviews (from past and current employees)
The historical clickthrough rate
It’s critical for employers to incorporate quality keywords in job postings to get in front of those looking for related jobs. All Indeed employer accounts have access to helpful hiring insights on keyword performance data and trending analytics. This data is highly useful in creating engaging and relevant postings.
The quality of the title also factors into the visibility of each posting. Word count matters: The suggested title length is 60 characters (10 words) or less for desktop users and 35 characters (five words) or less for those on mobile.
Details matter to jobseekers, so it’s important to think about what to include as it relates to each position. For example, a retail staff member might look for details around the pay, including the rate and frequency, as well as the shift, location, and available perks. But a retail management candidate may look for things like growth opportunities and bonus structure. Include the right details as they pertain to the person who would look at the ad.
Indeed Sponsored Job Integration
Sponsoring a job increases visibility substantially, making it a worthwhile investment into your hiring and recruiting strategy. According to Indeed, sponsored jobs get 80 percent more applicants than non-sponsored jobs. Recruiters can also sponsor jobs, manage applicants, and view analytics, all from one place.
The Indeed integration built into ApplicantStack makes it easier than ever to create and update sponsored jobs. You can edit, stop, or pause your listings from the applicant-tracking platform and develop intelligent campaigns that optimize continuously to boost the return on investment. You only pay for results, or when a candidate clicks on the listing. Indeed doesn’t charge flat posting fees.
All you need to get started is access to ApplicantStack (plus a payment method) and a job that you posted organically on Indeed. Once the listing has been live for 48 hours, you can then sponsor it to boost awareness and get it in front of more candidates. Then you can sit back and watch as applications start to flow in, helping you to find the right candidate for the job.
Try ApplicantStack Today
Ready to get started? Try ApplicantStack for free and post your open jobs to hire the best employee for each role.
Recruitment is the lifeblood of any organization, as it’s crucial to attracting, hiring and retaining the best people that will help your company grow and thrive. However, it can be challenging to generate a wider recruiting funnel and attract the best candidates. To successfully hire the right people, companies need to focus on creating more compelling job ads that stand out from the competition.
In this blog, we’ll explore best practices and trends in job ads, such as focusing on specific job requirements, highlighting strong employer branding and using video to captivate potential candidates. We’ll also look at optimizing technology solutions to automate the recruitment process and enhance the overall hiring experience even further.
What is the Recruitment Funnel?
The recruitment funnel is a process used by recruiters to attract, engage and ultimately hire top talent. Composed of a series of steps — each designed to move prospects through the hiring process and towards the final goal of making a job offer — the funnel is a strategic tool that helps organizations build a strong talent pool and ensure that they’re hiring the best candidates for their open positions.
The purpose and benefits of the recruitment funnel are numerous. One of the primary advantages is that it allows recruiters to create a consistent and structured hiring process. By defining each step of the funnel and ensuring that each candidate goes through the same procedure, recruiters can guarantee that they’re making fair and objective hiring decisions. In addition, the recruitment funnel can help organizations build their employer brand and attract the best people to their establishment. When candidates have a positive experience throughout the recruitment journey, they’re more likely to view the organization as a desirable employer and recommend it to others.
Hiring During Economic Uncertainty
Economic uncertainty can lead to a challenging hiring process, but it’s also an opportunity to attract top talent that may not have been available in more stable times. According to the Department of Labor, job loss during the onset of the COVID-19 pandemic was comparable to the Great Depression, and in 2021, only 60% of jobs lost had recovered.
One key difference in the recruitment funnel during periods of economic tension is the increase in passive candidates. This term refers to candidates who are not actively seeking new job opportunities but may be open to considering them. Randstad reports that passive candidates make up 75% of the workforce. This statistic means that companies need to focus on recruitment marketing to attract these candidates, rather than relying solely on job postings and active job seekers.
To successfully get the right person at each step of the recruitment funnel, businesses need to focus on several key areas. Firstly, hiring managers need to identify where to look for candidates. This may involve leveraging their existing networks, using job boards and social media or partnering with recruitment agencies. Company leaders should also focus on employer branding, highlighting the company culture, mission and values to attract candidates who align with these aspects.
Additionally, businesses need to adapt recruitment process to be more efficient and streamlined. Doing so may involve using technology to automate certain aspects of the funnel, such as resume screening, interview scheduling and sending follow-up emails. It’s also important to provide a positive candidate experience, communicating transparently and promptly throughout every stage.
Don’t forget to focus on developing your current employees and upskilling them to meet the changing needs of the business. This can help to reduce the need for external hiring and ensure that the company has a strong internal talent pool.
Creating More Compelling Job Ads
In a competitive job market, employers need to create job ads that stand out. To widen the recruiting funnel and generate more interest from potential candidates, there are several best practices and trends that hiring managers should follow to improve the effectiveness of their job ads.
Be specific about the job requirements and qualifications
Job postings with clear and concise language on qualifications and job responsibilities receive more applications than those without. This fact demonstrates the importance of being transparent about what the job entails and what qualifications are required. Are you tempted to use words like “team player” and “self-starter” in your descriptions? If so, then you may be unintentionally alienating qualified candidates who don’t feel compelled by the term ”dynamic” to apply. Canva, an online graphic design platform, completed a massive analysis and found that 38% of job postings contained confusing jargon.
Focus on strong employer branding
A strong employer brand can attract candidates who are passionate about the company’s mission and values. Today’s applicants are less likely to consider working for a brand with a bad reputation, even if the pay was incredible. This fact indicates that potential candidates are more likely to apply if they’re attracted to the company’s culture and values. So, add the right information regarding in-house culture and perks, include relevant press and provide helpful details to help capture the attention of qualified prospects.
Don’t underestimate social media
Social media has become the go-to platform for companies looking to find top-quality candidates. According to Zippia, 57% of job applicants use social media to actively find employment. But it’s also a feasible way to find talented individuals who may not realize they’re qualified for certain positions. It’s possible to reach an audience of millions with just a few well-placed posts.
Social media platforms such as LinkedIn, Twitter and Facebook have millions of active users, making them ideal for employers to advertise job vacancies and connect with potential candidates. In fact, LinkedIn alone has over 875 million members, many of whom are actively looking for job opportunities. With the ability to target specific audiences and demographics, social media recruitment allows companies to reach a wider pool of contenders and find the perfect fit for their team.
Video can be a powerful tool
If you’re wondering if you should consider using videos in your job ads, the answer is yes. Video is an extremely effective means to captivate and recruit a job seeker, providing them with a better understanding of the company’s culture and working environment. In fact, CareerBuilder found that job postings with videos receive 34% more applications than those without. Make sure your videos are under 90 seconds long and explain job duties, qualifications and benefits in an entertaining way.
Stay on top of new trends
Using new trends in job ads, such as emojis, interactive content and virtual reality, can help job ads stand out in a crowded job market. Attracting potential candidates, especially Gen X and even younger millennials, who are looking for something different means offering something different. Some emojis mean distinct things to job seekers. For example, the purple unicorn, “🦄,” often indicates a search for potential candidate with unique abilities and skills.
Optimizing Technology to Enhance Recruitment
In today’s competitive job market, companies need to lean on technology to attract and retain top talent. Countless job applications are completed on mobile devices daily, making it more important than ever for companies to have a mobile-friendly recruitment process. Additionally, companies that use recruitment technology have seen significant improvements in their hiring process and combat the 60% of applications that are abandoned before completion, according to Linkedin.
One key technology solution for enhancing recruitment is an Applicant Tracking System (ATS). An ATS can streamline the recruitment process by automating tasks like job posting, resume screening and candidate communication. This not only saves time but also ensures that no qualified candidates are overlooked.
Another important method for enhancing recruitment is a candidate relationship management platform (CRM). A CRM can help companies build and maintain relationships with candidates, even those who are not currently looking for a job. This allows organizations to build a talent pool of qualified prospects that they can reach out to when a position becomes available.
One example of a recruitment technology solution that incorporates both ATS and CRM functionality is ApplicantStack. ApplicantStack is a cloud-based platform that helps companies streamline recruitment funnels from start to finish. You can use it to create and publish job ads, screen resumes, communicate with candidates by text or email and start the onboarding process, all from a single centralized location.
Read more from the ApplicantStack blog to continue enhancing your recruitment process and start your free trial today. You can also view a demo to experience these features.
