Subtle use of gender bias in job adverts could be dissuading top talent from applying to your business.
Language is a powerful tool. Its use can shape people’s perception of both you and your business – why else would so many corporations spend time and resources perfecting their ‘brand voice’? While we may immediately think of brand-to-consumer marketing here, it is also important to consider your brand to candidate marketing.
In today’s candidate-driven market, a positive, definite employer brand is important for attracting and retaining top talent.
With an employer profile, you have numerous opportunities to showcase your companies’ unique brand and culture. Including online employer branding videos in your profile is a brilliant way to communicate your brand to candidates due to the rise in the video.
When you’re looking to hire the best talent for your business, it’s inevitable that you’ll run into a few recruitment challenges along the way. Here we discuss what some of these biggest challenges are, and some useful tips that help solve them.
One of the biggest recruitment challenges is understanding the different tools are services out there, and which are most effective for improving the recruitment process. This can be a daunting task, with hundreds of potential solutions out there that claim they can get your job filled, making it hard to distinguish which are best for your recruitment needs.
From job boards and aggregators, to social media, sponsored advertising, agencies and RPOs, it can be hard to know where to start, as amongst the very good solutions, there are some very poor ones too. Each job will need a different set of solutions, so finding the ideal combination of advertising media, technology and processes is the best way to get your job filled efficiently and cost-effectively.
Luckily, there are now recruitment services available that let you centralise all your recruitment activities. Many of these services have integrated 3rd party tools so you can get several recruitment solutions in one, giving you better value for money.
A key tip to establish which is the best service for you is to first list your company objectives, then you can think about the tools you need to achieve them. For example, if you want to reduce recruitment costs, selecting tools that reduce your dependency on agencies could be the best option.
Inefficient administration processes and duplication of effort are what soak up the vast majority of a recruiter’s time. For example, sourcing potential applicants and reviewing CVs and profiles can take hours, if not days.
When lots of time is spent inefficiently on recruitment admin, it can actually create a substantial cost to your business. Yet, when calculating the cost-per-hire metric, many businesses don’t factor in the time and resources spent on these kinds of tasks.
Creating an efficient recruitment process is essential for getting high-quality applicants into your shortlist, as quickly as possible. It’s also important for managing efficient ways to reject unsuitable applicants quickly, while protecting the corporate brand.
A good recruitment management system is essential for improving your recruitment efficiency. Recruitment management systems let you coordinate all your processes from one single platform, where you can easily identify what tasks are the most time consuming, along with many other tools that automate and simplify the recruitment process.
This will dramatically reduce time spent on manual admin tasks, and save on long-term costs to your business. For example, you may notice screening applicants is taking far longer than necessary, so you could benefit from implementing tools like behavioural assessments, video profiling and technical assessments.
Company brand is all about reputation, and this can be significantly affected by the candidate experience throughout the recruitment process. This can be seen in research that found 80% of candidates who have a bad recruitment experience will openly tell others about it, with many proactively doing so.
A poor candidate experience can damage your brand image, impacting how both candidates and customers may see you in the future. Yet understanding how to execute a positive candidate experience seems to be one of the biggest recruitment challenges.
Improving the way you communicate with candidates is one of the best things you can do to improve their experience and protect your brand. This can easily be done with personalised automated email and SMS responses at each stage of the application process, acknowledging applications and providing additional information about your job opportunity to keep them engaged.
This is important even for candidates who aren’t suitable for your roles. According to a PwC survey, 61% of candidates have experienced recruiters withdrawing from all communication suddenly and without explanation, even after they have had an interview. This can leave candidates feeling negatively towards your brand, increasing the chance of negative word-of-mouth.
The person doing the recruitment may be under pressure to get the job filled quickly above anything else. This can lead to unsuitable candidates being selected, and bad hires being made. Bad hires can cost your business almost a third of the employee’s first-year earnings, and affect your team’s overall performance and productivity, so naturally this is something you want to avoid.
Applying due diligence even in the earliest stages of recruitment is key for avoiding bad hires. This can be done in the form of sophisticated candidate screening tools, such as CV parsing, behavioural assessments, and video profiling. Tools like this will help closely match candidate experience, behaviour, and cultural fit to your role and business.
Every recruiter is looking for the secret sauce to this recruitment challenge. Attracting quality candidates is important, but something many businesses struggle with. This isn’t helped by the fact that the typical drop-off rate during the application process is 80%, and this tends to be the strongest applicants passively searching for a new role.
Poorly optimised job adverts that don’t include appropriate keywords are often the centre of this problem, as the right candidates aren’t discovering the role. Many job adverts are also poorly written to convert, creating the challenge of turning a view into an actual application.
There are short and long-term solutions to this challenge. A short-term strategy would be to ensure your advert will be displayed by search engines like Google by using the most effective job title and relevant keywords that your ideal candidate will be searching for. Make sure to include these keywords in your ad copy, page title and meta description. Once candidates find your job ad, making it engaging and well-written will help improve conversions more than a simple job spec.
More long-term strategies that will help improve direct applicant quality are to improve your company brand and reputation using the tactics mentioned for improving the candidate experience. We also recommend building your talent pool and establishing relationships with quality candidates ahead of trying to recruit them, for example those that have previously applied at your company, follow you on social media or have joined groups you manage on LinkedIn.
With 81% of candidates expecting the hiring process to take 2 weeks at most, improving time-to-hire is a recruitment challenge increasing in importance. This is because candidates are far more likely to drop-off the application process if it is taking too long, or get snapped up by another company.
Instead of measuring your time-to-hire, use the time-to-offer metric instead. This is much more sensible to assess your performance on, as things like candidate notice period are beyond the recruiter’s control.
If you find that your time-to-offer is still too long, then you need to start looking for ways to speed up your recruitment process so you don’t miss out on talented candidates. Some ways to do this include posting your jobs to a wide enough network, writing optimised ad copy, communicating with the best applicants continuously, and automating manual processes through technology like CV parsing, to name a few.
What doesn’t get measured, doesn’t improve. Tracking data like application completion rates, drop-off rates, and declined offers is important for identifying areas where you might need to improve your recruitment process. It’s also useful for spotting what campaigns perform well, so you can replicate these in future and save on the cost of weak recruitment.
Recruiters need to generate simple, accurate reports that give this kind of information, and the recruitment challenges lies with what tools are most effective for doing this.
A good recruitment management system is once again an easy solution to this challenge. These systems provide you with detailed reports across all your recruitment activities that you can then analyse for performance and pinpoint areas for improvement.
Perhaps the most prominent recruitment challenge concerns reducing your recruitment spend. Many companies look to cut back on agency costs, which is unsurprising given standard fees range between 15 – 20% of the candidate’s first annual salary. Hiring directly in-house is one of the most effective ways to reduce these costs, but hiring the right candidate is what will repay that cost several times over.
Having the right tools, systems, and processes in place is critical to improving your in-house recruitment process, and reducing overall recruitment costs. Our Guide to Reducing Recruitment Costs covers this in more depth, and will give you all the tips you need to do this.
Many fixed price solutions are able to offer extremely good value for money when it comes to your media advertising, and some come with outstanding management systems that can help you to address many of the other challenges that recruiters face.
You may have noted that many of the biggest recruitment challenges can be solved using recruitment technology and services. Luckily, many businesses that provide these kind of services offer a free trial, so you can decide if they are suited to your needs.
Smart Recruit Online offer free online demonstrations of our talent acquisition platform. Our platform comes fully equipped to solve the challenges we’ve spoken about here, with recruitment management software, candidate communication tools, screening tools, job advert optimisation tools and so much more available on one, easy-to-use platform. If you like what you see, you can sign up for a 12 week trial completely free of charge.
What are you waiting for? Start solving some of your biggest recruitment challenges today.
Millennials (children born in the early 1980s to the mid -1990s) proved to be the first generation of internet-savvy adults. No hesitation, doubts, or mistrust of the global network is the main characteristic of these employees. Therefore, remote working is a natural choice and the most attractive option for them.
As millennials have entered the workforce over the last twenty years, more and more of them have found ways to leverage the internet and make money from home. Now the estimates predict that over 50% of the U.S. workforce will consist of freelancers by 2027.
Hiring a millennial for a remote position may seem a daunting task. But a key to success is to understand the motives, desires, and needs of a millennial.
Let’s start at the very beginning. The main difference between these generations lies within the fact that Gen-X employees (born between 1965-1980) faced great technological advancements like cell phones, the Internet, and social media, during their lives, while most millennials grew up regarding these things as a regular part of daily routine. Undoubtedly, this fact has dramatically influenced their lives and careers.
Strangely enough, more quits are a sign of a strong job market as workers typically leave jobs for new ones. According to a recent survey, 43 percent of millennials anticipated ditching their job within two years; while members of Generation X were even less likely to be company people, with some 61 percent.
As it was mentioned before, millennials and Gen Xers differ in their attitude to work flexibility. Thus, the majority of millennials are more likely to quit their jobs because of flexibility issues. Professional autonomy and the opportunity to decide on work and life benefits are essential for millennial employees.
Millennials value flexibility more than anything else, while the majority of the Gen-X employees value financial rewards. Thus, 70% of Gen X and Millennial employees would stay at their job for another year if given rewards amounting to only $150 over one year (daVinci Payments). While according to a Deloitte Millennial Survey, 71% of millennials have considered leaving a job because it did not offer flexible work arrangements.
As for now, millennials make the largest segment of the world workforce. These young, creative, and smart people bring a unique viewpoint and fresh perspectives to the companies they work at. However, there are several matters and HR should keep in mind to get the millennials.
Millennials are ambitious. As the most educated generation in history, millennials are constantly looking for new opportunities for growth, responsibility and mobility.
Millennials are bloody good multi-taskers. As people who are used to a world full of various technologies and gadgets, they are adapted to doing multiple things at the same time. Besides, millennials are great team players.
Flexibility is everything for the millennials. They expect flexible working hours, a flexible dress code, flexibility in locations and days off. For, sure there is no need to change the whole company code, but you can always find ways to incorporate some flexibility.
Despite the common association of the flexible work options with freelancing, millennials prefer the stability of full-time employment. High expectations and willingness to progress make millennials hard workers. Thus, in case you do not provide growth these highly motivated employees may face burnout.
Due to the fact that millennials now make the largest portion of the workforce, it is important to find your perfect way to attract these motivated and productive candidates for the benefit of your company.
Keep in mind that millennials view their career as something more than just a paycheck. Therefore, a perfect job description that is to attack the millennials should have some specific features tailored according to the needs of the millennial candidates:
Millennials like tests, evaluation and assessment. They got used to them in course of education, therefore you will meet no resistance from a millennial candidate offering him some kind of testing during the recruitment process.
Furthermore, they will value such an opportunity. People of this generation strongly believe in that personality staff and psychometric testing. Provide your candidates with an opportunity to feel being treated like a personality. Value their skills and competencies rather than educational background.
Millennials tend to choose good benefits rather than high salaries. Therefore, putting too much emphasis on funds in the job description and while interviewing won’t do you any good.
Be ready to offer more than just a salary. Opportunities, flexibility and recognition are things they value more than dollars.
Forget about traditional approaches to attracting employees by emphasizing the present. Millennials want to know the future. To attract top talent you need to provide this future. A precise cycle of promotions and growth opportunities plays to the impatience of the millennials and makes them engaged in the process. Drawing a career path from the very first stage of the recruitment process helps to attract and retain the talent in-house.
A well-designed and shining company culture that speaks for itself seems extremely appealing to the millennials. These candidates require more than stability and security to make a decision. They prefer companies that provide a comfortable environment. Thus, you need to assure them that you value diversity, talent, and creativity, provide a personal touch, and put less stress on ‘settle down matter’.
Millennials want to feel some freedom, see the perspectives, and find room for self-development.
Millennials often see themselves as a part of a company with a clear vision, mission, and statement. Their natural need is to see and understand how their contribution will integrate into the company’s present and future.
By giving them a sense of purpose and by investing in their further development and training with a touch of autonomy and flexibility you will get a productive and loyal employee.