Embed Size (px)
Citation preview
The changing face of recruitment
WHITE PAPER
Page 3
Introduction
Page 4
It Used To Be So Simple...
Page 6
The Customer Is Always Right
Page 8
What Candidates Want
Page 10
Recommendations
Recruitment has been on a changing path over the last 30 years. From modems to mobile phones, Sunday newspapers to social networks: once life was simple, now it’s anything but. With jobseekers using up to 18 different sources to find vacancies, recruitment is a case of adapt or die.
The market has also developed into one that is driven by the candidate. The candidate journey is more important than ever before, as vacancies now outnumber active candidates. Jobseekers have the luxury of choice, meaning employers are stuck competing head-to-head for top talent.
In addition to this, within the public sector it is becoming increasingly common for heads of department rather than HR professionals to take responsibility for recruitment within their teams. This requires them to quickly develop knowledge and understanding in a realm in which they previously had none, made all the more challenging by the increased complexity of advertising options.
How do those with limited experience effectively handle this increasingly complex world?
The changing face of recruitment
•Public sector employers•
•compete with the private sector•
•while facing ever-tightening•
•budgets and scrutiny over spend•
It used to be simple...The possibilities available to organisations have never been as vast and varied as they are currently. This provides an array of opportunities to target potential candidates in new and exciting ways.
Recruiting managers are now able to be more strategic in their approach, making smart and informed decisions that ensure that their methods are not only effective but also cost-efficient.
Both of these factors have proved to be crucial for public sector employers, who not only find themselves faced with the challenge of competing with private sector employers but also that of ever-tightening budgets and scrutiny over spend.
For employers who had become accustomed to print advertsing alone, the introduction of a veritable barrage of additional platforms, and the concurrent gradual decline of print newspaper circulation, has made recruitment an entirely new ball game all together.
It used to be simple...
It used to be simple...
The main factors in this have been the emergence of the digital age and the continuous ascendance of social media and mobile technology.
As early as 2010, 50% of candidates claimed to use social media as part of their job search. 14% of application form work on Jobsgopublic sites is now done on mobiles or tablets.
This unceasing rise continues to hammer nails in the coffin of print advertising, making it obsolete in the eyes of candidates. As of 2012, only 4% of candidates in the UK reported having found their last job in a newspaper.
Today’s employers are now attempting to communicate with jobseekers who are increasingly tech-savvy and demand the same from their prospective employers.
So what was once simple has become complex and whilst the potential rewards are significant, for many the prospect of tackling this challenge is incredibly daunting.
Adoption of 18 separate sources of advertising is beyond the capabilities of most looking to recruit. Even those who have the knowledge and time to manage this many platforms are unlikely to have budgets that will stretch anywhere near far enough. This is especially true of those in the public sector.
The sheer volume of choice can often come with an accompanying fear of making the wrong one. It is easy to stick with the same methods you have always used rather than take a risk on newer methods that could potentially fail. What is overlooked is that while these methods have worked in the past, resistance to innovation can quickly lead to your organisation becoming obsolete along with your methods.
•Resistance to innovation can quickly lead to •
•your organisation becoming obsolete, along with•
•your attraction methods•
SO WHERE SHOULD YOUR"
BUDGET BE SPENT? WHICH'
PLATFORMS ARE RIGHT'
FOR YOU?’
As is ever the case with effective marketing and advertising, decisions should be made on the basis of measured results. What is working best for you? Where are your applications coming from?
The Jobsgopublic Employer Account provides the answers you need to make better decisions in your recruitment. The media response reporting function allow you to see exactly which advertising platforms are directing your applicants. This information is constantly updated throughout your application process, allowing you to move your advertising budget around as and when is necessary.
Access the information you need to make your advertising work for you.
THE FUTURE IS CHANGING
201050% of candidates used some form of social media in their last job search 50+50+K2012Only 4% of survey respondents found their last job in a newspaper 4+96+K201590% of applications are now online forms, just 16 years after they arrive 90+10+K201530% of all Google searches are related to employment by 2015 30+70+K201514% of application activity on our network now done on mobile & tablet 14+86+K
The customer is always right
Since late-2014 it has been widely reported that the UK job market has become driven by candidates, rather than employers. This shift has come as a result of vacancies outnumbering active job seekers for the first time since the recession. With a shrinking pool of candidates, especially for hard-to-fill and senior positions, this has only become a greater issue as time goes on.
This provides candidates with a wide choice of vacancies and places them in the enviable position of having employers fight it out between themselves in order to attract them.
So how does this impact the way in which organisations approach their recruitment?
In a market where the candidate holds the power, the concept of candidate experience becomes incredibly important. This is something that has often been overlooked as candidates competed for the more desirable positions. However, now the tables have turned and those that disregard candidate experience do so at a very high risk.
A good candidate experience involves ensuring that all aspects of your recruitment process match each individual candidate’s needs and wants. Providing a positive candidate experience will ensure that your applicants remain engaged throughout the process, all the way from viewing the advert to eventual appointment. A poor experience could easily lead to candidates dropping out at various stages in favour of other opportunities.
In order to provide candidates with the experience that they want, it is crucial that you understand exactly what that is.
•Providing a positive candidate experience will ensure•
•that your applicants remain engaged throughout•
•the process, all the way from viewing the advert to•
•eventual appointments•
WHAT DO CANDIDATES"
WANT FROM THE”
APPLICATION'PROCESS?”
ONLINE PREFERRED54% of applicants preferred to apply online, by far the most popular option. 54+46+K
METHOD MATTERS16% said they would not apply if the application form wasn’t online. 16+84+K
ASK DIRECT QUESTIONS46% of applicants preferred targeted application questions and just 29% a personal statement.
46+54+KMAKE SURE IT WORKS!56% had given up on applying for a job where the application method was broken.
56+44+KYOUR BRAND IS REFLECTED40% said an employer’s choice of application form influenced their opinion of them.
40+60+KTHEY DO RESEARCH77% of applicants research a company online before thinking about applying.
77+23+KTHEY MIGHT FIND YOU IN SURPRISING PLACES...While a large percentage of applicants go straight to your company website to research you, a high proportion dig a little deeper... what does a Google search say about you?
Company website
Personal contacts
What candidates want...A recent Jobsgopublic survey of 1,000 job seekers unveiled some useful insights into exactly what candidates are looking for from an application process.
Every employer has their own idea about which application method allows them to gain an accurate insight into a candidate’s skills, experience and personality.
In a candidate driven job market however, the candidate’s preference rules. Jobsgopublic’s exclusive study unveiled that 54% of candidates prefer to apply through an online form, 20% more than those who prefer to send a CV and covering letter. Adding to this, 40% of candidates claimed that an organisation’s choice of application method would impact their opinion of them.
No matter what you think is the most effective method, not using the candidate’s preference could well be to your detriment.
For those using an online form, functionality is crucial. 56% of respondents to our survey reported having not applied for a position due to a faulty form. With candidates being spoilt for choice in terms of vacancies, can you afford to be left with just 44% of the pool?
Where a number of our clients have fallen short is allowing application processes to drag on, with some organisations taking as much as six months to go from advert to appointment. Few candidates will be willing to wait this long and most will find another opportunity. This is made worse by a lack of regular communication which can quickly make applicants feel they have been forgotten.
Regular communication is an integral part of a positive candidate experience. Throughout the application process, organisations should continue to engage with candidates in order to maintain interest and be transparent in the event of delays. This can go a long way to ensuring that applicants remain in the process and interested in the position.
•Some organisations take as much as six months to•
•appoint. Few candidates are willing to wait this long•
•and will find another opportunity•
In a market where the•
candidate holds the power,•
the concept of candidate•
experience becomes incredibly•
important. The tables have•
turned: those that disregard•
candidate experience do so at•
a very high risk•
We can help you retain candidatesThe Jobsgopublic Employer Account provides recruiting managers with all the tools needed to provide a first class candidate experience. The online application form is fully functional, easy to use and provides a smooth application process for the candidates. It is also mobile and tablet responsive, making it easy for applicants to save their progress, allowing them to begin on one device and continue on another if necessary.
The Employer Account also allows for easy candidate communication at every stage of the process, whether contacting successful candidates to move them through to the next stage or regret-managing unsuccessful applicants. Features such as self-service interview booking allow candidates to choose the time and date that best suits them. This demonstrates an understanding on behalf of the employer of the candidates’ busy schedules and has proved highly popular.
Make poor candidate experiences a thing of the past and secure the top candidates.
So what should you do?
KNOW YOUR CANDIDATES
Get to know your potential candidates. What do they want? Where are they looking?
1 THINK ACTIVE & PASSIVE
Consider the active and the passive seeker. Where might the perfect candidate be if they are not currently looking for a new position?
2
ALWAYS BE PRO-ACTIVE
Be pro-active, don’t be afraid to contact potential candidates.
3 FIND A MESSAGE, TELL IT
What is your message? How are you communicating it? How will you engage?
4
ALWAYS BE SELLING
Finally, sell yourself, your sector and your brand.
5
0207 427 8278 | [email protected] | clients.jobsgopublic.com
