In the wake of the pandemic's upheaval, the job market has found a semblance of stability. However, employers must resist the temptation to coast through their hiring processes, assuming top-tier candidates will effortlessly queue up. A prolonged, bewildering hiring journey with inadequate communication could be detrimental to your organization's brand. According to the iCIMS 2023 Talent Experience Report, based on a survey of 1,000 U.S. job seekers, over half of respondents are less likely to patronize a brand following a subpar job application or interview experience.
The repercussions are clear: today's "ghosted" candidates could metamorphose into tomorrow's online critics and vocal detractors. To fortify your hiring process, consider these insights gleaned from the survey.
Streamlining the Process: Balancing Act Required
More than 40% of respondents characterized their job hunt as "frustrating" or "long." Notably, 72% believe the entire hiring process should take three weeks or less. While this timeframe may be debatable for some organizations, the key lies in quantifying and monitoring your "time to hire." Strive for efficiency without compromising the quality of your hires, understanding that a rushed process can stress employees and increase the risk of unsuccessful placements.
Effective Communication: Bridge the Information Gap
A significant pain point for candidates is the lack of communication during the hiring process. Whether it's the status of an application or interview results, candidates often feel left in limbo. Empathize with applicants by evaluating and enhancing your communication methods. Tailor interactions to candidates' preferences, as revealed by the iCIMS report—almost half prefer text communication, while over half find phone calls least favorable.
AI in Hiring: Proceed with Caution
Artificial intelligence (AI) continues to shape hiring practices, but caution is advised. There's growing concern about inadvertent discrimination under Title VII of the Civil Rights Act when reliance on AI is excessive. If you're using AI, strike a balance. Acknowledge that job applicants are becoming more accepting of AI, with 40% open-minded about its use. However, the U.S. Equal Employment Opportunity Commission has issued guidance on potential discrimination pitfalls.
Setting the Right Tone: First Impressions Matter
The way you interact with job candidates sets the tone for their perceptions of your organization. The adage "you don't get a second chance to make a first impression" holds true. Consistently improving your hiring process not only enhances your brand but also strengthens your financial position by reducing turnover, promoting employee engagement, and fostering productivity.
In conclusion, an efficient, empathetic hiring process is not just a preference for candidates—it's a business imperative. By striking the right balance in process timelines, improving communication methods, navigating AI cautiously, and setting a positive tone, your organization can attract top talent while bolstering its reputation in the competitive job market.
If you have any questions about this content, or if you would like more information please contact Jeff Wilkie, Principal of the HoganTaylor Talent practice. More information is also available on the HoganTaylor Talent page of this website.
INFORMATIONAL PURPOSE ONLY. This content is for informational purposes only. This content does not constitute professional advice and should not be relied upon by you or any third party, including to operate or promote your business, secure financing or capital in any form, obtain any regulatory or governmental approvals, or otherwise be used in connection with procuring services or other benefits from any entity. Before making any decision or taking any action, you should consult with professional advisors.