Prospective employees want organizations to provide more information about specific jobs and have more frequent interactions during the hiring process, according to the insights paper, "Making the Connection: Best Practices in Candidate Experience," from ManpowerGroup Solutions Recruitment Process Outsourcing. The research is based on its 2015 Candidate Preferences Survey.
The report found one in three prospective employees wants to receive more detailed information — not only about the specific job opportunity, but the company itself — as well as more frequent, human connection. Additionally, more than 35% of prospective employees also want organizations to initiate more frequent conversations in all phases of the hiring process. This includes status updates at key stages, such as completion of background checks, and even feedback on why the candidate didn't get the position, if that is the outcome.
“Technology is turning into a hygiene factor — it's a basic expectation. But companies don't need the latest and greatest technology as much as they need to make sure their interactions with candidates are meaningful and considerate,” said Melissa Hassett, VP of client delivery, ManpowerGroup Solutions RPO. “Personal interaction and individualization of the recruiting process goes a long way toward attracting the best talent. And letting people know as soon as they're not selected is just good manners. That's what protects the employer brand.”
The reports recommends candidate-centric best practices, including:
- Automate less, talk more
- Touch at the touch points
- Tell them when they're out
- Referrals come first
- Don't be coy about compensation
- Use social media
- Get out the welcome wagon
- Smart phones, smart candidates; enable candidates to access information via their smartphones
- The “just-in-time” candidate information delivery system; ask only for the information necessary at each step in the process
Candidates also want direct brand connection during the interview process, according to Candidate Preferences Survey findings:
- In-person interview with a hiring manager: 72%
- Initial phone screening interview with recruiter: 16%
- In-person group interview: 8%
- Video conference or Skype interview: 2%
- Other: 2%
- Video resume: 0.2%
The survey included more than 200 active and passive US job seekers representing a cross section of ages, incomes, career levels and industries.
