I have a challenge for you: go to your company’s website and apply for a job. Seriously. Try to get through the roadblocks that you are very likely to face: difficult screens, laborious forms, and quite possibly drop downs that don’t work.
If your website proved a breeze, congratulations. But if your company is like many today, you may have run into brick walls that prevented you in your attempt – or perhaps just gave up because the tedium exceeded the reward. Few of us realize what we are asking our potential applicants to do when we link them to our career sites – especially if we have aging ATS systems that prove a barrier rather than a gateway. Check it out!
But the cumbersome application is only one problem facing corporations in their talent acquisition strategies today. There are four other “gottcha” areas that recruiters and hiring professionals need to concern themselves with. Let’s look at some of them here:
Your Corporate Face to the World
What does your career center say about you? Stodgy? “Super-cool?” Employee-centric? Or not so much? Today’s potential applicants have many opportunities to see your public presence if you are a well-known organization, perhaps less so if your company is not a household word. And as you begin to use the social media to bring your company to more people, how do all those sites reflect who you really are? And are they presenting a consistent picture?
Some companies look at this as a marketing issues, for some a communications issue—but for all it is a talent acquisition issue: a poor face or an inconsistent one (remember those masks with a smile on one side and a scowl on the other?) sends a sour message to any potential job-seekers. And furthermore, the same issue, to some extent, also applies to recruiters who use the net for locating and sourcing candidates: is your recruiting persona in keeping with the message your company is trying to project. (We will talk about this more in the upcoming web seminar).
The “Come Hither” Approach to Attracting Candidates
Engaging is one of the key concepts in candidate management today – but what exectly does it mean? What constitutes an engaged potential applicant? Today’s recruiters are thus faced with a slightly different task as they approach their sourcing strategies. And planning for that commitment -- which may be over a year of “engaging” – requires a new look at recruiter time management.
The kinds of communication with the candidates in this activity varies, and companies should evaluate “how often,” and “how much” in their sourcing and recruiting strategies. And once in the candidate pipeline, we know the importance of ongoing and prompt communication as to the candidate’s status in the application process. But a further question: “what medium?” actually gets us to the more concrete level of devices—and the ubiquitous device in today’s hiring market in the smartphone. Recruiters we talk to regularly tell us that texting has become the modus operandi for candidate communication. How does mobile communications fit in your recruiting process today?
The use of technology in the process of recruiting and hiring also relates to the interview process. More and more interviews are conducted via video or cell phones—either providing a virtual face-to-face recording or a voice discussion of the candidate’s interest and why he or she seeks the position. Today’s talent acquisition managers often create challenges, quizzes or other gamification-derived activities as part of the hiring process and these are often delivered via mobile or video devices.
Everything we do as part of the candidate experience—from initial contact through the application and selection processes themselves—is a form of communication: communicating who we are, what we stand for, how we value the candidate’s time, and much more. You may be trying to hire today’s job candidates with yesterday’s hiring strategies or communication practices. It is unlikely to work. As organizations like yours vie for candidates in today’s competitive talent market, you will see that leading companies proactively plan the candidate journey, considering the impact of every communication and interaction that candidates will experience. Register here to learn more in the web seminar on April 22.