So what routes can organisations take to ensure a smooth journey for all candidates? From social media to candidate due diligence, here are five steps for businesses to take to ensure they’re hiring the very best people in the simplest and most effective way, based on HireRight’s The Road to Talent infographic.
Be social media savvy
With over half (52 per cent) of job seekers using Facebook, two thirds (34 per cent) using Twitter and 38 per cent taking to LinkedIn to find jobs, social media platforms allow companies to tap into a wider pool of talent easily and efficiently.
Whilst these channels are a cost-effective way of finding and attracting candidates, businesses need to tread carefully. The temptation can be to use social media for other areas of the recruitment journey, such as candidate due diligence.
Using social media in this way can have legal implications, such as being left open to a discrimination claim. Candidates are not obliged to reveal their age, race or religion, but social media profiles reveal this information making it easier for candidates to argue that it affected their decision.
Keep branding homogenous
Any candidate will have applied because they want to work for the business in question, which is a testament to the strength of the brand name. Therefore companies need to make sure that their brand messages are consistent in all materials, including career pages.
Research suggests that half (51 per cent) of organisations do not have clear employment branding messages, which can have a detrimental effect on the entire recruitment process.
Job adverts should also look appealing. Research shows that three-quarters (75 per cent) of job seekers believe the appearance of a job posting has an influence on their decision to apply.
Typically, applicants will spend no longer than 30 seconds reviewing a post, so it’s paramount that the content is kept fresh and punchy. Also keep in mind that if an ad is more than 15 weeks old, the opportunity starts to look like a bad job.
Stay in touch
It’s all too easy for organisations to treat candidates as just a number, especially when dealing with a high volume of applications.
According to our research, three-quarters (77 per cent) of job applicants receive absolutely no correspondence after submitting their CVs. Something as simple as on-going communication with the candidate about where they stand in the process will keep them motivated and increase the chances of others applying; 90 per cent of those who are treated with courtesy and a personal touch say they will encourage others to join the company.
Keep it simple and clear
In the recruitment world, simplicity is king. Organisations need to keep this front of mind at each stage of the process; online application forms need to be succinct whilst also obtaining the relevant information to ensure efficiency when it comes to background screening. Extensive applications will only cause frustration and place a road block in the way of finding the perfect person for the role. Companies need to choose their questions wisely.
Additionally, as background checks are crucial to any organisation – especially those in high-risk or regulated industries such as financial services – candidates need to be fully aware of what to expect. Screening methods can appear intrusive and unnecessary for those who aren’t kept informed of what is going to happen and why. HireRight’s data shows that well-informed applicants have a 35 per cent less chance of dissatisfaction.
In order for businesses to maintain a streamlined and efficient recruitment process, they need to continually understand where they’re excelling and where they’re letting themselves down.
By surveying job candidates – both those who have been accepted and those who have been rejected – employers will get a true picture of satisfaction levels which will allow them to adjust processes moving forwards.
For companies to truly speed ahead in recruitment, communication is key, whether a candidate is successful or not. A simple and thorough process will ensure that businesses have access to the right information for candidate due diligence, and the ability to assess whether the applicant is capable of fulfilling the role. These steps will ensure continued business success as recruitment levels start to pick up.
Steve Girdler is managing director EMEA at candidate due diligence company, HireRight
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