How Technology Can Help You Improve Recruiting ROI:
Since your website Home Page or Main menu navigation is a series of links or the doors to all the important areas of your company, can your visitors easily find what they are looking for? Do you know who your visitors are and what pages they visit most often?
My experience as a seasoned Manager of Talent Acquisition, current Marketer of Applicant Tracking Systems and a former job seeker has made me very sensitive and observant when it comes to company Career pages. Statistics tell us that a company Careers page is often the most visited, yet very often the hardest to navigate to—if it’s there at all!
Sometimes you’ll find the link in the upper right hand corner or at the very bottom of the main page in very small print, others are sub links under one of the main navigation tabs like About Us, Our History, Our Services, or Contact us, that leads to a guessing game as to where links to employment opportunities might be found! Maybe that’s the idea–make applicants open all navigation tabs before they find the right one? Companies talk about how important their people are and what a great work environment and culture they offer, but put applicants through a scavenger hunt or guessing game to find the types of careers they offer or jobs they currently are looking to fill. Did you ever wonder how many good applicants you lose by making them search too hard or go through too many clicks to review your jobs and apply?
In a market where qualified talent is difficult to attract and hire, and only 50% of applicants even meet the minimum requirements of your open positions, wouldn’t it make sense to let Careers/Jobs/Employment tabs have a more prominent place on your Website with only one click and no guessing?
For years HR consulting firms have analyzed recruiting processes and have come up with a theory called the “hiring funnel”—sound familiar? This analysis assists recruiters and human resource managers to analyze how many total applicants they need to attract to make a “single” hire.
For example, they estimate that for one online job posting possibly 1,000 individuals will see the job, this is assuming, of course, that they can navigate your website to find it.
- 1000 individuals may visit your career page or view the job
- Maybe 20% or approximately 200 of these individuals will begin your application process
- 100 might complete the application process
- 75 of the 100 will actually be viewed and screened by either an Applicant Tracking System or Recruiter
- 25 of those may also be reviewed and/or phone screened by the hiring manager
- 4-6 individuals from this group will be invited for a face-to-face interview
- 1-3 individuals might be invited back for a second interview
- 1 individual will be offered a job and an even more astonishing statistic only 80% of individuals offered a job will accept the offer
Do you get the picture?
Even with all the recruiter’s best efforts and due diligence, up to 50% of recruiting efforts may result in failure because offers are rejected, new hires may quit or be terminated in less than 1 year and the “Hiring Funnel” starts all over again.
What other process in your company is allowed to operate with such a high level of failure and rework?
Technology isn’t the only solution but there are several ways to leverage your applicant tracking system to improve the success rate of your recruiting efforts.
- Improve or refresh outdated job descriptions before posting jobs
- Prominently display your Careers or Employment link on your Website Home page to increase your “hiring funnel”
- Use a branded careers page hosted by your Applicant Tracking vendor that is easily linked to your website Career tab, rather than rely on your webmaster to add every new job that becomes available to your website
- Improve the Applicant experience by not only making open jobs easy to find but shorten the time it takes to apply to your positions. Make it easy to upload resumes, cover letters and additional documents your position may require up front and send a link to your online application later in your recruiting process. Candidates may be more willing to complete the application once they know you are interested in them.
- Make sure your applicant tracking system includes the functionality to create and utilize job specific re-screening questions with scoring capability which shortens the recruiter’s and hiring manager’s review process and frees up the time to focus on the best qualified candidates
- Utilize triggered emails to communicate more effectively with candidates and managers to ensure you aren’t losing good candidates because of long review times and poor communications
As you can see, using an applicant tracking system to manage your process while keeping job postings prominent and searchable are essential to good success rates.
What other efforts are you putting in place to improve your recruiting ROI?