Much of candidate frustration comes from investing a significant amount of time into researching, applying and even interviewing for jobs, only to hear minimal feedback, although in most cases, candidates likely hear nothing at all save perhaps some form letter or automated e-mail.
This obvious inequality is only exacerbated by the fact that recruiters rarely set expectations or clearly communicate timelines, leaving candidates mostly at the mercy of a mostly broken hiring process. But the more we look at what everyone wants and needs out of that hiring process, it becomes clear that these are largely universal and consistent drivers for candidates, hiring managers and recruiters alike. Everyone wants a realistic overview of the job, a clear understanding of the role and responsibilities, consistent communication, meaningful feedback and as quick and painless a process as possible. Period.
Many organizations do a great job by utilizing features like live chat, video content, blogging and social media marketing to show the real people and tell the real stories behind careers at that company. Job descriptions have evolved from static, one dimensional documents into dynamic, socially integrated and search optimized integrated marketing campaigns which attract and engage applicants across the multitude of career and content related channels out there.
No matter what platform your talent team is targeting, make sure these job descriptions and associated employer brand collateral provide passive candidates and active applicants alike enough insight and information into your organization to determine whether or not they should bother applying or trying to connect with a recruiter. Having the wrong candidates self-select out is just as important as reeling the right ones in. With the applicant’s point of view in mind, here are three ways candidates think that hiring managers and recruiters alike could improve the hiring process and make recruiting a little less painful:
1) Establishing clearly defined expectations and providing every applicant with a service level agreement so that they know what process to expect, and when to expect it, for every position posted.
2) Establishing hiring and selection processes with fair, clear criteria that’s consistently applied while also providing candidates with value added resources, like interviewing tips or insights about company culture, and help empower them to become stronger candidates.
3) Ditching the boilerplates and bullet points and turning job descriptions into compelling content. Place an emphasis on communicating with candidates, and step up content creation from the hiring team as well as increasing opportunities for potential applicants to engage with the hiring stakeholders and potential future coworkers and colleagues.
If you enjoyed this post, check out its source: The Hiring Manager Conundrum.