Jobvite’s CEO Dan Finnigan and Chief People Officer Rachel Bitte recently joined up with Kris Dunn, founder of Fistful of Talent and CHRO of Kinetix, for an insightful webinar that explored some of the most notable trends uncovered by our recent Recruiter Nation survey. I wanted to share a few highlights from the discussion:
Everyone agrees that the candidate experience is now a make-or-break element of your recruiting strategy, right?
The Recruiter Nation Survey found that 69% of job seekers won’t take a job with a company that has a bad reputation—even if they’re currently unemployed. And while this certainly illuminates the need for a strong employer brand, it also tells us that candidates today are doing their homework. During the webinar, Rachel reminded listeners, “Candidates now are very particular, and they have a perspective on your company before you even engage with them.” They’re out there checking reviews, contributing reviews, consuming information about your company—from anywhere and everywhere.
What does this mean going forward in a “review economy” driven by sites like Glassdoor? The general consensus of our panel is that hiring managers must do better at selling the company to candidates once they’re in the interview process. Recruiters are doing their part pre-interview to improve the candidate experience, leveraging technology to improve company-to-candidate scheduling and communications, and streamlining the actual application process. But when talent acquisition is so competitive, hiring managers also need to step up more in how they engage with candidates—but it won’t be easy, according to Kris Dunn, who told attendees that “turning this battleship will take time.”
Yes, post-hire metrics matter—but recruiters aren’t the only ones to hold accountable.
More than 60% of our survey respondents say it’s important to gauge post-hire metrics, and they think areas like new hire performance and retention are more telling than typical statistics such as cost-of-hire or time-to-fill. Our webinar panel agreed, for the most part, though they do think time-to-fill will always be a solid indicator of opportunity costs.
However, our experts also think it’s equally vital that we work to “put the hiring back in hiring manager.” As Dan pointed out, “At the end of the day, the hiring manager is responsible for the quality of hire. Period.” Measuring quality of hire is tough, of course, as it’s not exactly a quantitative exercise. This is why, according to Rachel, we need to start encouraging a stronger partnership between recruiters and hiring managers, as both parties are responsible for hiring viable employees.
While concerns about future automation are high among job seekers, recruiters still need more awareness about what’s on the horizon.
It’s true that recruiters are already living in a world where many of their routine tasks are being automated. Things like algorithms that schedule interviews, video screens that replace phone screens, automated communications with applicants—these are becoming routine for many recruiters, so they don’t necessarily feel the pressure that job seekers do with respect to technological replacement.
But they need to be sensitive to what’s happening, Kris cautioned listeners. Just as in any industry where automation is taking root, the people who will continue to be most successful are the ones who can adapt to technology, use the technology skillfully, and leverage it to build better relationships.
However, we need to remember that the market matters, too—especially with respect to the candidate experience. Some applicants would never consider completing a video screen, and others would scoff at the idea that they had to pick up a phone or come into an office for an interview. So, as Dan told our webinar attendees, pay attention to who you’re recruiting and be sure that you’re leveraging technology and automation accordingly.