We’ve all been there. Patiently (at first, and impatiently secondly) waiting for that one important email from a potential employer which will say ‘Yes’ or ‘No’ to your application form.
But what if those emails never come?
CareerBuilders recent survey found that seventy-five per cent of workers who applied for jobs through various venues in the last year did not hear
Are your applicants waiting by the phone?
back from employers. That’s an astounding number considering the simple measures you can put in place in order to suitably notify all applicants.
Not only are these figures a representation of the highly competitive job market, but they highlight the negative implications of uncommunicative recruitment teams for employers.
When applicants do not hear whether their lovingly crafted application form has been successful or not, it affects how the company is perceived. Nearly one-third (32 per cent) of workers said they would be less inclined to purchase products or services from a company that didn’t respond to their application. Candidates who had a bad experience when applying for a position are less likely to apply for another position at that company and are likely to discourage friends and family from applying or purchasing products from that company.
But with eighty-two per cent of workers anticipating to hear back from a company when they apply for a job, regardless of whether the employer is interested or not, companies are still initially expected to treat its applicants to good communication.
Here at PPS, we act as an extension of your HR services. A dedicated team will use effective methods to enable candidates to get a great recruitment experience from your company – regardless of whether they are successful or not. From social media communities to ‘Good Luck for your interview’ texts, the candidates will have a personal and consistent relationship with our teams.
Have a look below at what candidates for a job with our client, a supplier of household electrical items, recently said about our processes:
“I’ve never come across a company so committed to getting the right staff that they walk you through every step of the recruitment process. Keep up the good work”
“Every time I contacted the recruitment team, I felt welcomed and never felt an inconvenience – they were extremely helpful and friendly.”
“(The Recruitment team) talked me through every step, constantly giving feedback and making sure I was happy every step of the way. Brilliant!”
Using our tailored recruitment technology and personalising the process allowed PPS to give the very best service to applicants and secure the brand’s well-known name from unnecessary criticism.
We think that one hundred per cent of applicants deserve to hear back from the company that they applied to…What do you think?
Comment and share!
Written by Hannah Adkins, Marketing Executive at PPS Works
PM’s webinar (November 15th 2012) asked the question: what is your organisation’s top recruitment priority? Speakers: Claire McCartney (CIPD), Hesketh Emden (NHS London) and Roberta Stewart (Hertz) presented on what is important to their organisation when recruiting new members of staff.
Claire McCartney discussed the CIPD’s Resourcing and Talent Planning survey. This survey found that two thirds of the 522 companies who participated were having difficulty retaining staff. Companies also found that Senior Management positions in the public sector and technical positions were tricky to recruit.
However, the findings stated that companies recruitment priorities were still heavily based on experience and skills of candidates rather than their potential.
Throughout the webinar, the 500 listeners were asked to demonstrate their opinions through several polls. When asked what was most important trait in a candidate, an individual’s ‘potential’ dragged at the bottom of the poll – with just 10% of people recognising it as an important factor in recruitment. This was overshadowed by experience, cultural fit and the top answer which was: skills.
With Claire suggesting that the UK have a skill shortage which is here to stay, how is your company going to adapt its recruitment processes?
I’ll leave you with a quote which Hesketh Emden mentioned in the webinar:
“Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last andleast, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.”Dee W. Hock, Visa (Previous CEO)
Candidate experience is a hot topic in HR and Recruitment circles right now.
Organisations spend huge sums of money getting their branding and customer service right. Yet when it comes to attracting the right people to you as an employer, there can be huge failings.
The Guardian has offered us some insight into the top 3 candidate frustrations which include:
- Lengthy application forms;
- Lack of response and feedback;
- Lack of company information.
If applicants are getting a poor impression of you as an employer, you can be pretty sure they are not talking about you favourably as a brand. More worryingly, these are likely to be the very same people who live and work in the communities in which you operate.
FIVE low cost ways you can immediately improve the candidate experience
Use www.surveymonkey.com to gain feedback from all your applicants – not just the ones you hire! Find out where their frustrations are, encourage their ideas and prioritise which ones you can quickly fix. Cost – £nil;
Use social media channels so candidates can take a much closer look at what it’s like to work in your organisation. Take some pictures of the team, communal areas, buildings, even the desk they will be sitting at and incorporate them into a Pinterest or Facebook page. Cost – £nil;
Communicate with every applicant. Yes – each and every one of them! If you have no recruitment technology in place, create a simple thank you template in Outlook and manually respond, no excuses. Cost – £nil;
Allow candidates to book themselves into their interview slots (and free up an administrator’s time), using a ticketing website such as www.eventbrite.co.uk. Cost – £nil;
Keep your application form as short and sweet as possible. Ask yourself what information do we need to know now and what information could we afford to ask later? Cost – £nil.
PPS – we help housing organisations improve the way they recruit – forever.
We can help you implement any of the techniques outlined above and change the way you recruit forever.
If you would like to talk to us or any of our clients about how our work has changed recruitment for them, please get in touch by email or on 07939 297 337.
Written by Lee Burman, Business Solutions Manager at PPS Works