Fresh new talent is often young, tech-savvy, and in demand. Is a dinosaur of an application process standing in the way of making these whiz kids your next hire?
In today’s crowded job market, you already know your business needs to keep up with the times to keep pulling in great talent. But each new class to graduate from university and enter the workforce seems to be exponentially more advanced in terms of their ability to use new technology and software.
They’re attached at the hip to their mobiles, and increasingly they’re moving away from even used a desktop PC. In fact – this behaviour is rubbing off on wider technology users beyond the kids.
When you’re looking to hire, forcing these tech-savvy youngsters to fill out stacks of forms or complete other lengthy processes makes you look out-of-date, prompting them to look elsewhere.
Talking to Personnel Today, Senior VP of Product Strategy at Lumesse Neal Bruce commented that a tedious hiring process will only attract “desperate candidates who may move mountains to get the job, but are not necessarily the best of the bunch.”
The message here is to modernise or risk ending up with a mediocre talent pool, as the best applicants seek out a company that values their precious time. Fortunately, there are things you can do to stay attractive to today’s WiFi-addicted job-seekers without blowing the roof off your budget. Here are some quick fixes and simple updates to freshen up your appeal:
If your online application process is going to take 45 minutes to work through, say so at the beginning. If you can set accurate expectations, the application is less likely to get abandoned halfway through. If the process is impossible to complete using a handheld device, go ahead and flag that, too.
A drawn-out process won’t be too frustrating if you guide the applicant through it, managing their expectations along the way. Recruiting Trends reports that, in their candidate experience survey, respondents noted that a fast process wasn’t key to satisfaction, but accurately signposting the way through it was.
Your marketers could probably put together a whole slideshow on your company’s “Tone of Voice,” but in simple terms, it just means how the brand “speaks” to and wants to be perceived by the outside world. To describe an organisation’s tone of voice, you’d likely use words like “trustworthy,” “authoritative,” “friendly,” and sometimes even “funny.”
Perfecting that tone is the best way to communicate the company culture, and your company probably already does so in its job ads.
Now think about the way your application process speaks to candidates. Does your online form accurately reflect your corporate culture? Is there anything about the wording that stirs up warm, fuzzy feelings?
Forbes suggests “de-robotising” your messages and humanising communications. Pay particular attention to the often overlooked error messages. When something has gone wrong, does your site offer reassurance and a way forward? You can improve your company’s image with just a softer message, a relatable tone, and very little investment.
Last year’s Glassdoor survey put the proportion of job hunters doing their searching on mobile devices at nine out of ten. If the kids are already on their phones and tablets, why force them onto a desktop and risk losing out on the best of the best?
Modern application processes need to be optimised for handheld devices. Think about it: do you really need a CV when the majority – if not all – of a candidate’s education and work history is already on LinkedIn? At the very least, provide a way for applicants to throw their hats into the ring using their mobile, and follow up with them later.
Embrace the Use of Video
Using video to engage candidates and at the same time, answer your questions by answering a set of pre-recorded questions, and the result is a committed candidate whilst the output tells you more about the applicant than a two-dimensional piece of paper ever could.
Entrepreneur suggests pre-screening candidates this way, making you sure of what you’re getting before the time comes to conduct in-office interviews.
Millennials, having grown up with FaceTime and Skype, really engage with video. Plus, video interviews can be done from mobile devices and are a super-quick way to update your onboarding process.
Don’t let your competitors snatch up all the best talent! Improve your candidate experience with just a few small changes. A streamlined, modern onboarding process could make all the difference, and you could soon be taking your pick of the cream of your industry’s new crop.