Did you know that the average Millennial will have 15-20 jobs by the time he or she is 40? In 2015, it's a candidate-driven market and many predict that Millennials will have their pick when it comes to jobs. As a talent acquisition professional, how can you make sure you stay ahead of the competition? For our Thought Leadership Event series, we assembled a panel of industry experts to discuss Trends in Recruiting: 2015. Our panelists shared their insights on the candidate experience, job branding, and the continuous job search.
Winston Casey - Director of Talent Acquisition at Gogo
Mary Kay Baldino - Director of Talent Acquisition at Outerwall
Amy Solari - Major Account Executive at CareerBuilder
Recruiting Challenge: Staying Relevant
Companies must stay relevant to remain in front of the job seeker. There are four steps a job seeker goes through when evaluating a job opportunity:
1. Orientation - Job seekers take a survey of the market.
2. Consideration - Job seekers to Google searches and check out the social media pages of companies to see what the company culture is like.
3. Action - "Am I going to apply?" "How many steps does it take to apply?" It must take just two steps for a job seeker to complete your application.
4. Engagement - Job seekers, who are now candidates for your job, are not only speaking with you about the job offer, but they are considering counteroffers and competition. Be authentic.
Recruiting Challenge: Technology
Does your company have a mobile-optimized site? If not, it better have one soon. Eighty-six percent of job seekers start their job search on a mobile device. Applicants should be able to apply within two clicks, and a resume shouldn't be required to apply.
Technology is the talent acquisition specialist's best friend. Use technology tools to make data-driven decisions. Test, test and test again. Evaluate every step of your application and interview process. How are you capturing people? Where are you losing them? Layer a marketing platform on top of your ATS to send out highly targeted emails. Show candidates that you are listening.
Evaluate the interview process. Make sure only the necessary people are involved in interviewing candidates. Pick the few people whose opinions matter. Have a bad interviewer on the panel? Take this person out of the interview process.
Provide fast updates to candidates on their applications. Don't leave a candidate wondering where his application stands.
Job seekers spend 20-30 seconds looking at a job description. How can you make sure your job postings stand out in the crowd?
1. Be authentic.
2. Have a good mission statement and follow through on it.
3. Think of yourself as a marketer. A job candidate is your consumer.
4. Be transparent. Is there a turn-off in the description? There shouldn't be. Show job seekers the pros and cons of the job right up front.
5. State the total benefits package. Include travel requirements, dress code, PTO, and career advancement opportunities.
6. Make it look neat and easily scannable. Use bullet points and spellcheck.
7. Don't keep your posting up until it's filled. Applicants applying late in the game don't have a chance of being considered. Study how many applicants it takes to find the right fit for the job. If it only takes 50, you don't need to deal with 300.
8. When you communicate what your culture is like, be realistic, don't lie. What is unique about your company? What are your employees getting out if it? Sure, your company has a ping-pong table, but what skills are they learning?
Use different job branding tactics for different jobs. For high profile jobs, you'll be doing the hunting. If you have a job that you're frequently recruiting for, such as an entry-level job, your goal is to increase the quality of candidates, not the quantity. For these high-flow entry-level jobs, take down the job posting sooner to shut off the valve and increase recruiter productivity. Change your initial screening questions to help refocus recruiters' attention on applicants that are the right fit.
The Continuous Job Search
The continuous job search is a fact of life. However, every time someone gets antsy, it doesn't mean they're ready to leave. How can you retain your talent?
Recruiting Challenge: Employment Cycle
Provide a meaningful employee life cycle. Give employees a roadmap with which they can manage their career. Give them opportunities to build their skill set.
During onboarding, leverage the recruiter as a trainer during orientation. This gives the employee a connection point. Give the employee access to the mundane tasks that new employees need to know, like how to fill out expense reports. During the first 90 days, have the employee meet with peer advisors, managers and coworkers to fill in the insecurity of starting a new job. Get the employee up and running efficiently.
Avoid having an exit interview by having "stay interviews." In a stay interview, explain to the employee what she will learn in the next year and help her envision her future at your company. Have a stay interview with your employees at least once a year. For a high potential employee, and because talent is more critical in some areas, have a stay interview twice a year. you need to invest more time and effort into keeping these employees.
Recruiting Challenge: Building Culture
Make your company a compelling place to work. Take a look at what people are needing and getting. Do they align?
Does one company culture make sense? More often than not, having multiple company cultures that fit each business or department is better than trying to make everyone conform into one. Once you are confident you are meeting your employees' needs, start recruiting brand advocates. Create compelling stories that resonate with people. Show people they can grow with your company.
Recruiting Challenge: Counteroffers
Know the market. Know your competition. Then you'll have an idea of what types of counteroffers you may face.
Of all the recruiting trends and challenges ahead for 2015, our panelists agree that mobile recruiting is the most important trend to embrace. Having a mobile-optimized site is a basic tool, it is no longer optional.
Tie together a mobile-optimized site, great job branding and great company culture, and you'll offer a great candidate experience. Just remember to continuously monitor and recognize trends, or you'll no longer be relevant.