Employers today continue to face challenges with attracting and recruiting job candidates
. While some of these difficulties are due to a competitive talent market and rising expectations of job seekers, others are caused by employers themselves.
While both instances are making recruiting more time-consuming and costly (especially for smaller employers), employer actions that negatively influence the candidate experience and job seeker sentiment have a greater impact on recruiting.
In September, Glassdoor
released the results of their latest survey that explored job seeker thoughts on various aspects of recruiting, including the things that frustrate candidates the most. Let’s take a closer look at some of the results.
Job Seeker Frustrations and What Makes Them Drop Out of the Recruitment Process
The online survey was conducted by The Harris Poll on behalf of Glassdoor in early May of this year, with 1,151 U.S. adults 18 years and older taking the survey. Of these adults, 1,105 were employed (full-time, part-time, or self-employed) and 136 were not employed but looking for work.
First, the survey revealed the top three frustrations
job seekers and workers have with the recruiting process today:
Next, respondents were asked what would make them voluntarily withdraw from a recruiting process. Here are the top results:
- Employer announced a layoff – 44%
- Poor first interaction with recruiter or hiring manager – 40%
- Reading negative employee reviews online – 35%
- Learning of employee or leadership scandals – 33%
Additionally, the Glassdoor survey found that 33% of job candidates would drop out of the recruitment process if they read about or saw negative news coverage about the company
What Do Job Seekers Want the Most?
So far, the results have focused on negative things employers do that annoy job seekers and could lead to them dropping out of the recruiting process.
But what steps can employers take to increase the likelihood of a candidate remaining through the entire recruiting cycle?
To find out, Glassdoor asked candidates what would result in a positive job application and recruitment process experience:
- Clear and regular communication from the company – 58%
- Having clear expectations set so candidates can prepare accordingly – 53%
- Receiving feedback, both positive and negative – 51%
- Providing the number of interviews and who will conduct them – 45%
- A simple and seamless online application process – 43%
Employers looking to improve their recruiting strategy and candidate experience can explore ways to enhance these areas of their hiring process.
How Long Do Job Seekers Want the Process to Last?
A common complaint both job seekers and even some recruiters have about recruiting today is the length of the hiring process.
A 2017 study from Glassdoor found that the average U.S. recruiting process lasts 23.8 days
The results of this latest survey showed that 82% of job seekers want the entire process to take less than a month
. Additionally, 40% want the process to last less than one week.
The appropriate length of a modern recruiting process is perhaps the area where employers and candidates differ the most and is often a driving force behind job seeker frustration.
Do Men and Women Differ with Their Job Search Issues?
As one might expect, men and women tend to differ
in their views of the hiring process. Understanding different audiences is critical for employers, especially as diversity and inclusion become greater company missions.
One area where men and women differ is with compensation. When asked to name the biggest frustration during the job interview process, here is how men and women listed “not receiving enough information about the total compensation package” as the number one response:
Men and women also differ when it comes to what would make them pull out of the recruitment process. 43% of women
would voluntarily drop out after reading a negative employee review
, but only 28% of men
would do the same.
When looking at ways to improve recruiting strategies, hiring processes, and the candidate experience employers should consider the various audiences they are looking to attract to make the entire experience a positive one for all candidates.
Employers Have the Ability to Positively (Or Negatively) Influence the Hiring Process
It’s important for employers both big and small to understand the ways they can influence their hiring processes
. However, employers need to also know that certain actions can actually result in a negative candidate experience, which can ultimately cost a company talent.
Recruiters should continuously monitor their entire recruiting process to look for areas of concern, address them, and provide the best possible experience to job candidates!
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