2018 has been a monumental year so far for the recruitment market. This year, we saw the increase in cloud-based recruitment platforms, artificial intelligence tools being integrated with applicant tracking systems, and a growing focus on making the entire candidate experience a positive one. User design has finally started to adjust so that talent gets the best possible impression when visiting career websites and job portals. Then this experience goes forward as new hires participate in on-boarding and training efforts.
Here are some of the most prevalent ways that organizations are working to improve the recruitment user experience (UX) in order to attract and retain a strong workforce.
This year, there has been a sharp increase in the number of candidates who only use their mobile devices and smartphones to search for work. A Glassdoor survey advised that 89% of job seekers believe their mobile device it an important job search tool, while 45% use their mobile device to search for a job at least once per day. Maybe it’s because more Millennials and Gen Z are using mobiles only for all their information research. Making this experience better means building job search portals that are mobile-friendly and easy to navigate.
Often the first time candidates get a look at a company’s culture is by visiting the corporate social media accounts. The companies that are investing in building talent networks using social media are on the leading edge of recruitment. One study by the Aberdeen Group indicated that best in class companies are 32% more likely to engage with candidates using social networks. This means the companies not using social media are missing out on a huge opportunity to improve the candidate experience.
Contract and Freelance Opportunities
One major element of the user experience has to do with the way that candidates view how work gets done in a modern world. A huge increase in remote freelance and contract roles is expected over the next few years. One study by Mavenlink found that if given the opportunity, 65% of white-collar professionals would pick contract work over traditional employment arrangements. The appeal is simple – more flexibility of when and where people work, what kind of projects, and the ability to build a real career. Companies need to be mindful of this when developing recruitment programs and make sure there are contract options presented as well as employment arrangements.
Virtual Work Environments
In the not too distant future, the physical workplace will become less and less important, while virtual work environments will take precedence. It’s already happening with the increase in virtual meeting technology that connects colleagues from anywhere. This is also extending into the candidate experience as recruitment platforms go virtual with interactive components, online guidance from virtual concierges, and sneak peeks into the corporate culture facilitated by employees themselves.
Consider what your organization does that makes it better or different than other companies in terms of the user experience? Deloitte’s research shows that only around one-quarter of executives think they excel at creating a different employee experience. More companies are realizing this and some are taking steps to apply what they’ve learned about consumer experiences to employee experiences. For example, frequent communication and feedback are two crucial elements of customer management and can easily be used to improve the candidate experience too.
Recruitment and Onboarding Connected
The world of recruitment is always evolving as the needs of companies change and candidate interests adjust to the job market. This is a similar approach that marketing takes when designing corporate outreach material. The natural flow of the customer is to be educated about the product or service as part of a structured orientation, which helps them become loyal. The same should go for employees who are introduced to the company through careful recruitment marketing, then hired and on-boarded using the same experience.