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Tag: candidate experience

4 ways to slash recruitment costs in the NHS

Posted on by Shannen Walton

It’s estimated that the NHS spends over £3 billion on recruitment every year, with an average cost of £3,500 to recruit and onboard a single employee. In a system already facing financial pressures, optimising recruitment processes to reduce costs is a top priority.

Let’s delve deeper into proven strategies that can make NHS hiring more financially streamlined while ensuring the continued attraction of top talent.

 

  1. Confronting the reliance on agency staff

Excessive reliance on agency staff is a major driver of NHS hiring costs. Locum doctors, for example, can cost significantly more per hour than permanent NHS staff, and the long-term use of agencies inflates expenses.

One way to overcome this is by building a robust internal bank of temporary staff, which will offer a valuable alternative to agencies. Target a mix of flexible workers, returners to the profession, and recent retirees. This pool provides much-needed support without extreme agency fees.

Knowing where to look when hiring for a new, skill-specific position isn’t easy. Oleeo’s Talent Rediscovery can highlight candidates (and existing employees) with the skills needed for your new role, helping you to hire quickly.

In addition, proactive workforce planning can be a game changer. Accurately forecasting staffing needs is key. Analyse historical trends, retirement patterns, and service demand fluctuations to avoid expensive, last-minute agency hires.

In situations where agencies are unavoidable, ensure your organisation has robust framework agreements in place. Negotiate the best possible rates and establish caps to control cost escalation.

 

  1. Optimising the recruitment process

A lengthy, inefficient recruitment process translates directly into added expense. According to a study by Remedium Partners, the average NHS Jobs process alone has a five-month hiring timeframe, leading to prolonged reliance on expensive locums.

One way to combat this is by implementing an applicant tracking system that automates previously manual hiring tasks. Screening, interview scheduling, and candidate communication can be streamlined, saving HR teams valuable time and resources. Somerset NHS are doing exactly that, implementing innovative solutions to improve care for their community. 

Oleeo’s ATS Software is easy to learn, easier to configure, and will save your business time and money. Whether you’re seeking one specialised job candidate or a group of candidates with an assortment of skills, Oleeo has options for you.

 

  1. The power of retention

The revolving door of staff leaving the NHS is immensely expensive. Studies suggest that replacing a single nurse can cost the NHS upwards of £40,000, taking into account lost productivity, training, and additional recruitment fees.

Prioritise initiatives like mental health support, flexible work options, and career development opportunities. When staff feel valued and supported, they’re more likely to stay.

Gaining a clear understanding of why people leave is essential. Use this information to make targeted improvements to working conditions and reduce the reasons for future departures.

Promoting from within is often a cost-effective strategy. Provide opportunities for career progression within the NHS to retain talented staff and reduce overall hiring costs.

 

  1. Exploring diverse talent sources

Diverse talent will bring unique skills and experiences to the table. For example, healthcare professionals from immigrant backgrounds may be multilingual and culturally competent, allowing them to better serve a diverse patient population. These skills can be invaluable and potentially reduce the need for additional training or resources.

Overall, exploring diverse talent sources allows the NHS to find a wider range of qualified candidates, potentially reducing competition and recruitment costs, while also fostering a more engaged and effective workforce, leading to long-term cost savings.

Using Oleeo, you can communicate seamlessly with international candidates, no matter their language. You can minimise the likelihood of communication errors and alleviate the burden on candidates to translate messages independently, thus preventing the recruitment process from becoming unnecessarily cumbersome.

By embracing a multi-pronged approach, the NHS can reduce hiring costs while maintaining a dedicated, skilled workforce. Change takes dedication, but  the potential savings are immense and vital to ensure the continued strength of this invaluable British institution.

Speak Their Language: How to Recruit Gen Z Talent

Posted on by Shannen Walton

Gen Z. The digitally native, disruption-loving, socially aware generation that’s flooding the workforce. However, if you’re still recruiting them like you did Millennials, brace yourself. Gen Z has shifted the rules of the game, and to win, you need to speak their language.

Beyond the Buzzwords: Who Is Gen Z?

Forget the “they’re all glued to their phones” stereotype.

Here’s what defines Gen Z:

  • They don’t just use technology, they were born into it. Seamless online experiences are a must.
  • Hustles and side gigs are a way of life. They value the chance to make a real impact.
  • Fake platitudes? No thanks. Gen Z craves realness and companies that walk the talk.
  • They’re connected to a worldwide community, and diversity & inclusion are non-negotiables.

Speak Fluently: Gen Z Recruitment Strategies

Mobile-First = Life-First: If your careers page isn’t blazing-fast on a smartphone, you have already lost Gen Z’s attention.

Video is KING: Ditch the text-heavy job descriptions. Short, impactful videos showcasing your culture and employee stories are far more enticing.

Streamline the recruitment process: Creating a positive candidate experience is another way to win Gen Z over. They will expect the entire recruitment process, including the initial attraction, communications, interviewing, and follow up to not only be efficient but also reflect their values.

A poor candidate experience can harm your brand image, especially because Gen Z will most likely feedback their experience to their online communities. On the other hand, a great candidate experience can attract excellent talent long term and help them to feel like they are part of the team from the very start.

Meet them where they are: TikTok, Instagram, even niche platforms are where they hang out. Showcase your employer brand in those spaces authentically.

Values matter, A LOT: Emphasize your company’s commitment to social issues Gen Z cares passionately about. Showcase actions, not just words.

Feedback is fuel: Gen Z grew up with instant reviews. Implement quick, pulse-check surveys throughout the application process to gather insights and optimize.

Ditch the formality: Ditch the “Dear Sir/Madam” in your outreach. Gen Z responds to a conversational tone – just keep it professional. Use visuals and emojis where appropriate (yes, even in emails!) to boost engagement.

Don’t try too hard: Gen Z has a built-in cringe detector. If your attempts to seem “hip” feel forced, you’re better off going with transparency and a direct approach that says, “Hey, we need amazing people like you.”

Conclusion:

By incorporating these insights into your recruitment strategy, you can effectively engage and recruit top Gen Z talent. Remember to seek feedback from candidates and hiring managers to ensure continual improvement.

By aligning your process with the preferences and values of Gen Z, you can attract individuals who are not only qualified but also dedicated to making a meaningful impact.

Explore Oleeo’s suite of tools to streamline your recruitment process and ensure alignment with your organisation’s values.

Ready to revolutionise your hiring journey? Contact us today to take the first step towards success with Oleeo.

5 Strategies for reducing time to hire in the NHS

Posted on by Natasha Thakkar

In the midst of an ever-evolving healthcare landscape, the NHS faces the ongoing challenge of ensuring it has the right personnel in place to deliver high-quality care to patients. 

One critical aspect of this challenge is the time it takes to fill vacant positions.

Prolonged recruitment processes can lead to understaffing, increased workload for existing staff, and ultimately, compromised patient care. It’s no secret that it’s imperative to streamline hiring processes to minimise the time to hire without compromising the quality of candidates brought into the system. 

Here, we delve into specific strategies the NHS can adopt to achieve this goal.

 

1. Implementing an Applicant Tracking Systems (ATS) that meets your unique recruitment needs

The right Applicant Tracking System (ATS) can revolutionise the way the NHS manages its recruitment processes. By automating administrative tasks such as CV screening, application tracking, and candidate communication, an ATS significantly reduces the time recruiters spend on these mundane activities. 

More importantly, an ATS system can utilised to create strategic talent pools, enabling recruiters to tap into a pre-qualified pool of candidates for future vacancies, thereby expediting the hiring process.

Learn how University Hospitals Birmingham NHS Foundation Trust, revolutionised their recruitment process using innovative recruitment technology. 

 

2. Using EDI Tools to Create Inclusive Job Posting 

Is your bias your backseat driver? 

What specific diversity initiatives does your NHS Trust have in place and are they working? 

Crafting clear, compelling and inclusive job postings is crucial for attracting top talent efficiently in this competitive market. Using EDI tools can help you create inclusive and compelling job postings, therefore attracting a wider range of candidates. 

However, using EDI tools to create inclusive job postings is only the tip of the iceberg. These tools can help you with AI-powered selection criteria, dynamic workflows, and tailored content to help bake fairness and efficiency into every step of the recruiting process.

 

3. Standardising Interview Processes

Standardising interview processes across NHS trusts can significantly reduce time to hire by streamlining candidate evaluation. By establishing clear interview protocols, including predefined questions and evaluation criteria, recruiters can ensure consistency in candidate assessment while expediting the decision-making process. 

Moreover, incorporating technology such as video interviews can eliminate scheduling conflicts and geographical barriers, enabling recruiters to assess candidates more efficiently.

 

4. Prioritising Internal Mobility and Talent Development

Encouraging internal mobility and investing in talent development programs can help the NHS fill vacancies more rapidly by tapping into its existing workforce. By promoting opportunities for career advancement and providing training and development initiatives, the NHS can nurture a pipeline of qualified candidates who are already familiar with the organisation’s culture and processes. This not only reduces the time to hire but also enhances employee morale and retention.

Data automation recruitment technology can take the weight off your team and streamline this process.

 

5. Collaboration with Educational Institutions

Establishing partnerships with educational institutions can provide the NHS with access to a steady stream of qualified candidates entering the healthcare field. Collaborative initiatives such as internships, apprenticeships, and residency programs not only expose students to real-world healthcare environments but also allow NHS recruiters to identify and cultivate talent early in their academic careers. By proactively engaging with educational institutions, the NHS can reduce the time to hire for critical healthcare roles.

Here are few suggestions:

  • University hospital partnership programs
  • Apprenticeship scheme in nursing
  • Residency exchange programs
  • Collaborative research projects with universities
  • Dual degree programs in healthcare management
  • Work-based learning initiatives
  • High school healthcare career pathways
  • Joint recruitment events and career fairs

Reducing time to hire is paramount for the NHS to address staffing challenges effectively and deliver optimal patient care.

For further inspiration, explore how numerous NHS Trusts, Police Forces, and Government organisations are streamlining their recruitment processes to get ahead of the curve.

How to create the perfect job application form to minimise drop-offs

Posted on by Shannen Walton

In the competitive landscape of job applications, the first hurdle is often the application form itself. Unfortunately, many applicants abandon the process midway, leading to a phenomenon known as drop-offs. 

Perfecting your application form is not just about asking the right questions but creating an experience that keeps applicants engaged and motivated to complete the process.

Let’s explore key strategies to optimise your application forms and minimise drop-offs.

 

1. User-friendly design:

The first impression matters, and a user-friendly design is crucial. 

  • Ensure that your application form is visually appealing, easy to navigate, and compatible with various devices. 
  • Break down the form into logical sections with progress indicators, making it clear how much is left. 
  • Use clear and concise instructions, and consider providing tooltips or help text where necessary.

 

2. Streamlined process:

Long and cumbersome application forms can be overwhelming, leading to drop-offs. Streamline the process by focusing on essential information. Prioritise questions that are critical for decision-making and consider collecting additional details later in the process or post-acceptance.

However, in the intricate process of crafting an application, it’s often difficult to see the opportunities to simplify and streamline. Consider involving someone not closely tied to the project to pinpoint any questions that may be deemed non-essential during the initial stages. This external perspective can shed light on areas for improvement that might be overlooked from an insider’s point of view. 

Strategically eliminating non essential questions can drastically improve your drop off rate. 

 

3. Provide real-time feedback:

Engage applicants by offering real-time feedback on their progress. Implement features that validate data as it’s entered, reducing the chances of errors and frustration.

Positive reinforcement, can motivate applicants to continue and complete the form, you can implement:

  • Progress bars 
  • Encouraging messages
  • Sectional Icons
  • Checkpoints 

 

4. Mobile optimisation:

In an era where mobile devices dominate, optimising your application form for mobile use is non-negotiable.

A responsive design ensures that applicants can seamlessly complete the form on smartphones or tablets, reducing barriers to entry and increasing accessibility.

 

5. Test and analyse:

Before launching your application form, conduct thorough testing. Identify potential pain points by gathering feedback from a diverse group of users.

This is important but equally easy to dismiss, regularly review and update the form based on user insights and evolving requirements to optimise the application process. 

Analysing drop-off points and user behaviour can provide valuable insights into areas that may need improvement. Use data-driven decision-making to refine the questions. 

 

6. Transparent communication:

Set clear expectations regarding the application process. Clearly communicate the estimated time required to complete the form, the information applicants need to prepare in advance, and any additional steps they can anticipate. 

Transparent communication helps manage expectations and reduces the likelihood of drop-offs.

In conclusion, perfecting your application form is an ongoing process that requires a balance between efficiency and user experience. 

Remember, an optimised application process not only attracts top candidates but also reflects positively on your organisation’s commitment to a seamless candidate experience. 

Four ways to reduce costs when recruiting in the public sector

Posted on by Shannen Walton

Budget constraints and bureaucratic processes often create challenges for local and central government bodies seeking to attract top talent. 

Luckily, we’re here to help! There are innovative strategies that can help streamline recruitment processes and reduce costs without compromising the quality of hires. 

There were an estimated 5.83 million employees in the public sector in March 2023, which is 31,000 (0.5%) more than in December 2022 and 100,000 (1.7%) more than in March 2022,  according to The Office of National Statistics. 

We’re going to identify four effective ways to cut costs in public sector recruitment, so stay tuned!

 

1- Embrace Technology and Automation:

One of the most significant advancements in recruitment is the integration of technology and automation. Leveraging applicant tracking systems (ATS), artificial intelligence (AI), and other digital tools can help public sector organisations streamline their recruitment processes, saving a substantial amount of money in the short and long term!  

ATS software allows recruiters to automate the initial stages of the hiring process, such as CV screening and application tracking. AI-driven algorithms can analyse candidate profiles and match them with job requirements, significantly reducing the time spent on manual reviews. This not only accelerates the recruitment timeline but also minimises the risk of overlooking qualified candidates.

Additionally, implementing video interviews and virtual assessments can further reduce costs associated with scheduling and conducting in-person interviews. 

Embracing these technologies can lead to a more efficient and cost-effective recruitment process.

 

2- Rediscover Talent Within your Organisation and Tools:

Knowing where to look when hiring for a new, skill-specific position isn’t easy, especially in the public sector!

That’s why you should also look a bit closer to home. Your next great hire could be hiding in plain sight deep within your existing tools or within your own organisation. 

You can utilise artificial intelligence to identify the best candidates for your job from not only your current pool of talent but also highlight those individuals in your organisation who obtain the skills you’re looking for! 

Oleeo’s search functionality will rank and prioritise candidates based on the skills you’re looking for while remaining compliant with applicable data regulations.

Not only does this help you hire quality talent quickly, but it will undoubtedly save you money on recruiting ads and prolonged searches.

 

3 – Invest in Training and Development Programmes:

Rather than solely relying on external hires, investing in training and development programmes for existing staff can be a cost-effective strategy. By upskilling current employees, public sector organisations can fill skill gaps internally, reducing the need for extensive external recruitment.

Training programmes can include workshops, online courses, and mentorship initiatives. This approach not only enhances the skill sets of employees but also boosts morale and loyalty. Internal promotions and career advancements can create a positive work environment and save costs associated with external recruitment processes.

 

4 – Optimise Recruitment Marketing:

Public sector organisations can leverage cost-effective digital marketing strategies to enhance their employer brand and reach a wider audience.

Creating engaging content for social media platforms, maintaining an active presence on professional networking sites, and utilising targeted online advertising can help public sector agencies connect with potential candidates without breaking the bank. 

Crafting a compelling narrative about the organisation’s mission, values, and opportunities can attract candidates who are genuinely interested in contributing to public service.

Recruiting in the public sector doesn’t have to be a drain on resources or tedious. By embracing technology and investing in training, local authorities and central government bodies can reduce costs while still attracting and retaining top talent. 

By implementing these strategies, public sector organisations can build a more efficient and cost-effective recruitment process that aligns with their budgetary constraints!

4 Crucial Tips for Bringing Top-tier Civil Servants on Board

Posted on by Shannen Walton

Are you on the lookout for talented individuals to join the civil service ranks? Recruiting civil servants demands a meticulous approach and adherence to specific guidelines. After all, civil servants play a vital role in upholding values like integrity, impartiality, and service excellence.

As a recruiter, your role is pivotal in ensuring that job vacancies are managed with precision and fairness. From posting the job opening to making the final offer, it’s crucial to follow internal policies and procedures to maintain consistency and fairness throughout the recruitment process. 

To ensure that your recruitment process aligns with these principles, we have compiled 4 top tips for you to consider.

1 – Remove biases from your recruitment strategy 

Using Diversity, Equality, and Inclusion (DEI) tools can ensure an inclusive candidate experience and strengthen the impact of your recruitment strategies.

Job post debiasing, AI-powered selection criteria, dynamic workflows, and tailored content can help bake fairness into every step of the recruiting process.

For example, inclusive job descriptions signal to potential candidates that your government department values diversity and welcomes individuals from all backgrounds, encouraging even more people to apply and therefore expanding your pool of top talent. 

Oleeo proactively roots out the subtle biases that can undermine progress. 

2 – Hire graduates seamlessly

If you’re looking to recruit graduates or candidates early in their careers then graduate recruiting software can support you in designing tailored campaigns and communications that resonate with your audience. Beyond traditional CV data, graduate recruiting software can uncover subtle signs of future success in prospective candidates.

Relying on early careers recruitment technology can also assist with intern management, bulk processing of candidates, intelligent selection, and event management. All of these help you reduce the time it takes to hire the best candidates.

In addition, we recommend building relationships with universities, professional associations, and other organisations to identify and connect with talented graduates who are passionate about public service. 

3 – Utilise multiple recruitment channels 

In the quest for top talent, more and more organisations are diversifying their recruitment strategies across multiple channels, including online job boards, social media platforms, professional networks, and industry-specific portals like those tailored to the civil Service. 

By casting a wide net, government organisations can attract candidates from various sectors and backgrounds. If this is something you’re interested in implementing, consider using leveraging Candidate Relationship Management (CRM) software. You can automate every step of the recruitment marketing process, ensuring that top candidates receive relevant content personalised to their preferences and keep your company at the top of their minds throughout their job search. 

In addition to online platforms, it’s important to actively engage with potential candidates through in-person networking events, career fairs, and targeted outreach activities. 

Building personal connections and fostering relationships in real-life settings can significantly enhance your recruitment efforts. 

4 – Create a strategic talent pool 

Talent pooling is essential for organisations looking to stay competitive and secure top talent quickly in today’s talent-driven market.

This involves building, maintaining and nurturing a database of potential candidates, including past employees, previous applicants, and skilled professionals. This proactive approach can streamline your hiring process by providing access to pre-screened candidates who are a good fit for the organisation’s culture and values.

We recommend using software solutions that offer features such as CRM, automated sourcing and matching, and workflows to help you strategically nurture your talent pool. 

In addition to actively building and nurturing a talent pool, it’s essential for government organisations to maintain a comprehensive talent database. This database houses all pertinent information about potential candidates, including their names, skill sets, experience, and qualifications. Moreover, it goes beyond just professional credentials to gauge compatibility with the company culture. 

This holistic approach ensures that each candidate selected not only possesses the requisite skills but also aligns with the organisation’s values and work culture seamlessly.

 

Conclusion: 

Don’t forget to consult the Civil Service Competency Framework to identify areas for enhancement and make sure to ask for feedback from candidates and hiring managers to ensure that your recruitment process evolves with the changing needs of the civil service.

By following these top tips, you can effectively attract and select candidates who are not only qualified for the role but also dedicated to serving the public interest with integrity and professionalism.

Discover how Oleeo’s comprehensive suite of tools can streamline your hiring process, making it more efficient, data-driven, and aligned with your organisation’s commitment and values. 

Ready to transform your recruitment process? Contact Us Today and take the first step towards a more efficient, inclusive, and successful hiring journey with Oleeo.

4 tips for recruiting a robust team in local and central government

Posted on by Shannen Walton

In the dynamic and challenging landscapes of local and central government, building a robust team is crucial for effective governance and service delivery. Recruiting the right talent is a strategic process that requires careful consideration and planning, but that’s no secret!  

We have transformed the recruitment strategies of Kirklees Council and Rhondda Cynon Taf Council, plus numerous central government organisations, through the implementation of Oleeo’s innovative ATS. These successful partnerships position us uniquely to elevate your recruitment endeavours as well.

Therefore, we have carefully curated four essential tips that will help you expedite the process of recruiting a robust team in local and central government!

Tip 1: Understand Local and Central Government Needs

To build a strong team, it’s essential to have a deep understanding of the specific needs and challenges of your local authority or central government department. Identify the unique responsibilities and requirements of different positions within your organisation. 

Understanding the responsibilities and requirements at a deeper level will allow you to tailor your recruiting efforts to attract candidates who not only possess the essential skills but also resonate with the overarching mission and goals of your agency.

Consider using external support, particularly from government resources. You’d be surprised at the range of free or low-cost services available through government agencies. Job boards, career fairs, and recruitment events are all fantastic ways to connect with potential candidates. By taking advantage of these platforms, you can cast a wider net and attract top talent interested in public sector opportunities.

 

Tip 2: Leverage Targeted Recruitment Strategies

Crafting an effective recruitment strategy goes beyond casting a wide net; it involves precision in reaching the right candidates through targeted approaches.

Delve into the preferred channels of your ideal candidates, strategically navigating platforms where they actively engage. This could include specific social media platforms tailored to your industry or community-focused forums where potential candidates participate. By understanding and leveraging these channels, you enhance your ability to connect with and attract individuals who align with your organisation’s values and goals.

 

Tip 3: Streamline the Recruitment Process

Attract qualified candidates and improve candidate experience with the right applicant tracking system. The solution you decide to implement should utilise AI and automation to flag the candidates best suited for your vacancy based on their CVs and answers to free text application questions. 

You can then focus on top quality candidates, whilst automation built into the system can gently let down those who aren’t qualified. You and your hiring managers benefit from improved candidate screening and better candidate relationship management.

A positive candidate experience, even for those who may not ultimately be selected, contributes to a favourable view of your employer brand. This positive perception can extend beyond the individual candidate to their network, potentially attracting more qualified applicants in the future.

 

Tip 4: Remove bias from your hiring process 

Diversity and inclusion have become integral elements of local and central government recruitment strategies, as organisations recognise the importance of building diverse teams.

From the very beginning of the candidate search, you could be limiting your applicants if you use gendered language in your job descriptions. Use an ATS that leverages artificial intelligence to identify gender biassed words and recommend gender neutral alternatives.

 

Conclusion:

Building a strong team in local authorities and central government organisations is an ongoing process that requires dedication, strategic planning, and adaptability. By understanding the needs of your organisation, leveraging targeted recruitment strategies and streamlining the selection process and retention, you can create a workforce that is not only qualified but also passionate about serving the community. 

These four tips serve as a roadmap for local and central government leaders committed to building a strong, effective, and resilient team for the challenges of today and tomorrow.

Oleeo provides an intuitive talent acquisition platform that utilises powerful data-driven insights and automation to help you recruit faster and smarter than ever before.

Powerful tools embedded in the software boost efficiency, engagement, and quality of candidates and promote inclusive hiring; helping you reduce recruiter admin and your time to hire, whilst working to reach your diversity goals.

Our platform is fully configurable, to meet your unique recruitment processes.

However, don’t take our word for it, hear from some of our customers!

When application volumes are high, candidate experience is paramount

Posted on by Oleeo

One of the big standouts from my research with Oleeo is the sheer volume of applications its clients receive, which have doubled over the last two years. Some investigation into this shows that candidate are applying for more companies than ever before, with the celebrated “purpose” having less impact than we might think, because candidate experience are applying across a range of industries.

The first challenge this raises is how we cope with high volume hiring if this trend continues. The candidate experience are behaving in ways contrary to common thinking.

Employer brand is having less impact on determining whether to apply to a company or not. It doesn’t look like potential candidates are “shopping” like consumers, comparing one brand to another and limiting applications. Tracking from websites shows they are not paying too much attention to the brand content before hitting apply and starting the process. There is little evidence of consuming content, looking at review sites or conducting hours of research. What we are seeing is a concentration of attention on the job pages to determine suitability before hitting apply.

This digital footprint of career site visitors (we can track page views, linger time and bounce rate) suggests that candidates are making decisions on proceeding from the job based on criteria like location, salary and minimum requirements. We can consider this the emergence of “job brand” over “employer brand” at apply stage. What is clear is the need for single job landing pages that clearly show job titles, salary, location and disqualifiers.

The answer as to what drives this behaviour perhaps lies in the expectation that the likelihood of hearing back or anything happening is limited. This is illustrated by the fact that the candidate experience awards, operated in EMEA, APAC and North America, has identified the candidate black hole as the number one complaint from candidate experience for each of the 9 years they have conducted research in this area.

Its 2018 report comments: “Over the past nine years, Talent Board has identified some clear competitive differences between CandE Award winners (the top-ranked benchmark companies big and small across industries) and all other participating companies. CandE Award winners are shown to:

» Consistently acknowledge initial job seeker interest and provide definitive closure when no longer pursuing candidates

» Deliver consistent candidate communication from pre-application to on-boarding.”

The point on definitive closure seems to be a consistent theme in all candidate experience research. The expectation being that at the end of the apply process candidates are just not going to hear back, hence the reason for not spending lots of time researching before applying.

The volumes applying only adds to this, making communication without automation almost impossible. Of the close to 9Mn applications we tracked, only 10% of candidate experience are invited to first stage screening. Interestingly this did not differ much from sector to sector. First stage screening consisted of either a first round interview, telephone screen or video interview.

If the trend for increased volumes continues, and we believe it will, organizations need to have a clear strategy for managing volume in an automated way, including screening and scheduling in the apply process. The advent of chatbots in this process has had dramatic results combining job discovery with apply and screening in one action.

The volume of applicants also gives a clear indicator that organisations either will, or have reached what we have called the “Talent tipping Point.” The talent tipping point is a notional number of contacts in the ATS software from previous applications, at which point an organisation is connected with enough people to fulfill their future hiring requirements.

The challenges here are twofold:

  1. Organising the people data for data retrieval over data storage. This means including all “people” within a recruitment CRM environment. (Contact relationship manager.) People data includes previous applicants, employees (successful applicants), former employees (alumni) and connections such as those people who have signed up for a talent network but have not yet applied.
  2. Retaining relationships with people when they are outside of a direct hiring funnel. A CV or Resume becomes a historical data set passed the day it is submitted. In this research,  of the 8Mn+ applicants only 15,873 applicants emerging at the bottom of the hiring funnel, 0.56% of all applicants. The highest percentage of hires was 6.5% for a high street organisation, but most organisations ran at less than 2%.

When we look at a CV as a data document, rather than a job application accurate data mining enables us to properly understand people data for queries such as:

> Locations

> Education

> Skills

> Experience

> Diversity

> Lengths of service

> Employers

> Historical Experience

> Successful profiles

> Source of application

> Source of hire

By understanding the groups of people who are successful in the application process we can check for diversity (to make sure we are reaching a diverse group of applicants with our Diversity Recruiting Platforms, making adjustments where necessary), and move from macro targeting (to as wide an audience as possible, to micro targeting to a more precise audience. When we consider that between 94 and 99.5% of the applicants were unsuccessful in their application for employment, organisations need to look at targeting and message, with the objective of reducing the volumes significantly whilst improving the conversion ratios from apply to hired.

In particular applicants are using four criteria to determine whether to hit apply or opt out: (Taken from dwell time and other actions on job pages before hitting apply.)

> Location

> Job Title

> Salary

> Disqualifiers

Disqualifiers are the minimum requirements needed to successfully progress in the hiring funnel. We have built these in to screening post-apply, which results in the huge rejection rate between apply and first action, and clearly needs some attention. Organisations need to consider how they communicate factors that lead to disqualifiers in job ads, content and job landing pages to reduce these high volumes . Where video was used as a screening tool (the first action in the hiring funnel), we witnessed the highest rejection rate, compared with telephone screen.

The Oleeo view: “Whether it’s time delays, poor communication with applicants, or a bad online user experience, recruiters and employers risk losing qualified candidate experience. As candidates are left in the dark, they consider other offers. Remember, these applicants are constantly online and expect interactions and information. In the absence of communication throughout the hiring process and comprehensive pre-screening to filter candidates faster, they’ll seek it out with other employers. Losing out on a qualified recruit could mean months, if not years, of work have gone to waste and the search for other qualified candidates must start over — but now with a picked-over talent pool.”

7 tips for maintaining candidate experience in uncertain times

Posted on by Oleeo

Unanticipated emergencies like the Covid-19 pandemic are set to test the resilience of any recruiter, employer, and job seeker. Yet, the role of candidate experience in these situations is paramount. You may not be hiring today, but you will in the future. Nurturing candidate relationships is critical to the success of your long-term talent pipeline, as well as your employer brand.

Continue reading “7 tips for maintaining candidate experience in uncertain times”

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