At Indeed Interactive 2017, Indeed Senior Vice President for Marketing, Paul D’arcy, shared some valuable insight into how companies can optimize their hiring process to increase candidate trust and improve engagement. D’arcy stated that one of the major factors that undermine a potential candidate’s trust in a future employer is the fact that most hiring processes don’t show interest in potential candidates as a living, breathing person. The key takeaway from D’arcy’s talk was that employers can build trust with candidates through a hiring process that maximizes authentic human connection.
Develop a People Culture
One of the keys to creating a hiring process that includes authentic human interaction is building a company culture that values candidates as people. Often, without a strong, supportive company culture, the hiring process can feel dehumanizing for candidates. “Research shows that candidates will optimize for happiness,” D’Arcy said. “Eighty percent of people say they would turn down a big salary if it meant working with people or in an environment they didn’t like.”
Utilize Candidate Feedback and Data
Asking candidates who didn’t make the cut for feedback might seem awkward, but it’s often the only true way to measure how successful a hiring process is. If a candidate had a bad experience in the hiring process, they are likely to never recommend a friend to apply, or worse, post negative reviews in online forums that can hurt future chances of attracting top talent. According to D’arcy, “almost 90 percent of people who rated candidate experience poorly were never asked for their feedback.”
Treat Potential Candidates as a Sales Lead
A top-quality candidate can be many times more valuable to a company than a new sales lead, and the hiring process should reflect that. When companies treat potential candidates with the same level of urgency as they would a hot sales lead, it increases engagement from the first response email.
Read the rest of D’arcy’s commentary from Indeed Interactive in the full article here.
It’s Time to Put Candidates First
By “relentlessly optimizing” your hiring process through developing a people culture, leveraging feedback from candidates and treating potential new hires with urgency, HR teams can improve employee engagement and retention. With the job market favoring the candidate and an in-flux of new workplace values from the younger millennial generation, companies stand to benefit greatly from crafting a hiring process that prioritizes authentic human interaction. Want to discover other techniques for bolstering engagement initiatives? Read this blog post that explores what it takes to drive true employee engagement.
The millennial influence on the workplace has been beaten to death. Even still, the millennial workforce remains a much-talked-about and, in many circles, much-maligned subject across the web. And as accurate as stereotypes about millennial entitlement may be, they dramatically minimize the value young talent can bring to an organization. HR should take note – one of the areas millennial employees can offer the most benefit is in employee engagement.
David Lee recently explored this topic in an article for Talent Management and HR. Employee disengagement is often a silent killer for employers – many often don’t know they have an employee engagement problem until they see productivity levels plummet or the revolving door of turnover keeps spinning. This is where millennials come in because, as Lee puts it:
“If you suck as an employer, your millennials will let you know.”
Trust Your Employee Engagement Canaries
Two of the biggest knocks on millennial employees are that they’re whiners and, when the job gets tough, they’re quitters. But could all this whining and quitting actually provide valuable insight to HR?
Employee feedback and behavior (millennial or otherwise) can help employers identify common employee engagement killers like…
- Boring or unwelcoming orientation and onboarding processes
- Generic employee surveys
- Failing to recognize employees who go the extra mile
- Neglecting to get employee inputs during times of change or difficulty
Read the full article from Talent Management and HR to learn why else millennials could be HR’s employee engagement savior.
A global survey conducted by SuccessFactors found that the up-and-coming millennial generation wants more feedback from their managers. Additionally, the survey highlights that millennials rely more on formal training and mentoring to develop their skills. One quote from a millennial surveyed in the study sums up these expectations: “I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.”
1,400 millennials were surveyed to explore how frequently they expected honest feedback on their job performance. According to the findings, millennials want feedback 50% more frequently from their immediate supervisors than other generations.
SuccessFactors’s study also unearths a dangerous leadership gap shaping up within organizations. According to survey results, this is due to a lack of adequate leadership in key roles, and it’s a reason why so many companies fail to retain millennials.
To close this leadership gap and increase millennial retention, many business leaders are re-approaching their management styles. According to SuccessFactors, these are three areas they’re focusing on:
- Providing inspiration (encouragement and support)
- Hiring talented team members
- Being authentic when providing feedback
For insight into these three coaching areas as well as more research on millennial retention, read the full article from SuccessFactors.