Hire Effectively by Evolutionizing the Candidate Journey
What is the candidate journey? The culmination of experiences, both tangible and emotional, that a candidate ventures through, from the time they are made aware of a job opening until shortly after hire and onboarding.
Each step along the way offers your company the opportunity to engage with candidates and either solidify their interest – or lose it.
STEP 1 – AWARENESS:
The moment the candidate becomes aware of the position. Either by receiving a call from a recruiter, a job posting, word of mouth, etc. You’re now on their radar. If you don’t have a clear, concise message, you’re going to lose them.
STEP 2 – INTEREST:
Now that they’re aware of you, they will consider whether or not they have an interest. For millennials and Gen Z, it’s not just about what the role is. They’re looking at your company brand. This is important. Today’s candidate is going to look into what you stand for as a company. They’re going to consider:
Glassdoor ratings & google reviews.
- The majority of today’s job seekers read at least six reviews before forming an opinion about a potential employer. Over half of job seekers will avoid a company altogether after reading multiple bad reviews
Does the company they’re applying to resonate with them?
- What do you stand for? What are your company values? Do you have a DEI program? Do you support certain charities? Do you offer modified work schedules? Work-from-home options? Do you have a focus on health and wellness? Today’s candidates tend to be attracted to companies with a sense of social responsibility. When they feel connected to that, they connect with your company. Find what your sizzle is and make sure it’s well articulated in your messaging throughout the candidate journey!
STEP 3 – APPLICATION:
Today’s candidates have come to age in this “on-demand” world. They want it Fast, Easy, and Mobile friendly! Approx 60% of job seekers search for employment via their phones.
Be aware that resumes don’t always tell the story.
- Balance’s behavioral-based interviewing techniques showcase candidates who lack resumes or have resumes that poorly reflect their accomplishments.
Remember that Automation can be dangerous:
- 10 million workers are filtered out by hiring software. Workers who have an employment gap of over six months are filtered out by 48% of employers.
Communication is Key!
- 80% of job seekers say they would be discouraged to consider other relevant job openings at a company that failed to notify them of their application status. Candidates are 3.5 times more likely to re-apply to a company if they were notified.
STEP 4 – SELECTION:
This is when candidates will determine if they want to work at your company.
Remember, this is a candidate’s market! According to NPR, there are currently 2 job postings for every 1 candidate. Candidates have options. So, why your company?
Be transparent.
- What is it really like to work at your company? Encourage them to ask questions. Minimize any surprises to maximize the likelihood they’ll stay. Ask them about their reservations about taking the role, and be prepared to honestly address them (and use that feedback for future discussions)
Clearly and honestly define:
- Expectations
- Any perks
- culture, values
Even though there is a labor shortage, there are enough candidates out there for you to hire, if you hire effectively. You have to build a better candidate experience by evolutionizing the candidate journey.
