The candidate experience – turning a candidate into an employee
Organisations are recognising that to attract the best talent, they need to create the best recruitment experience.
According to Deloitte’s Your Candidate Experience report, 87% of candidates say that a great recruitment experience can change their mind about a company. The report also says that 83% of talent could change their mind about a company or role following a negative interview experience.
Creating a great candidate experience is all about aligning your candidate experience strategy with the values, aims and culture of your business, choosing the right journey and technology for the candidate segment, i.e. part time, full time and contractor, measuring how successful your approach is and amending as needed.
The soft skills requirement
It is well-reported that there is a skills shortage in the UK, and it’s not going to get better any time soon with an estimated 29 million skills deficit by 2030. Whilst employers have always looked for soft skills, such as empathy, collaboration, flexibility/agility and communication, there is now much more focus on these.
Employers are looking for candidates who are able to adapt quickly to changing environments – in terms of roles, technology and economic requirements – and employees who are able to collaborate effectively with internal and remote teams as well as communicate with customers and stakeholders across a variety of platforms, such as social media.
Recruitment by social media
The use of social media has grown exponentially worldwide. Potential candidates think nothing of ‘surfing the net’ to look for new job opportunities. For example, LinkedIn have dedicated recruitment pages full of businesses looking to hire. According to Recruiting Brief:
• 79% of potential candidates use social media as part of their job search.
• 72% of potential candidates search and apply for jobs via their mobile phones.
• 80% of employers admit that social recruiting is a way to source passive candidates.
Indeed, a recent survey revealed that as many as 4 out of 5 businesses currently actively use social media to recruit passive candidates.
The role of AI
Artificial Intelligence has arrived in the recruitment industry. Like it or loathe it, 2019 saw an increase in the use of AI by recruitment agencies in a variety of ways, such as using ‘chatbots’ and algorithms to help interpret candidate data more effectively. Some agencies have even used AI to conduct interviews!
The employer brand
It’s that first impression of a business that makes a difference. A company’s brand tells potential candidates about the workplace, its values and, in some cases, its aspirations. Using social media, video and other graphics to make your brand stand out attracts talent and we believe this is only going to become more competitive in 2020.
The recruitment industry is evolving in great strides. The more the industry embraces technology and adapts, the more benefits there are for employers and candidates alike. At Atkinson Moss, we consistently work to listen to our clients and candidates, adapting to ever-changing needs, and we will continue to do so in 2020.