If you’re having trouble finding people who want to work for you, one of the things you might consider is offering flexible work arrangements if you don’t already. And if you’re not bringing you’re A Game to create a great candidate experience during the hiring process, you will probably miss out.
A recent survey, the 2018 Emerging Workforce Study, from Spherion Staffing Services found that the candidate experience is the most important consideration for job candidates when considering whether to take a job.
According to a media release, job seekers said that, when considering a position, the most crucial factor was their experience with a company, with 86% of workers listing it as important. The number of programs/benefits a company offers to help maintain work-life balance came in second on the list, followed by a connection with a company’s culture and values. And 65% of workers said a company’s online reputation is equally important as the offer in determining whether they will accept a job.
This means that company managers should be paying full attention to what goes on during the hiring process, and focusing on making the experience a good one. Manners, clear communication, and respect for the candidate’s time and needs are all important factors here — as is keeping your word. One thing we know is that a big grievance among job seekers is employers not calling candidates back to let them know whether they got the job or not.
A 2016 survey found that nearly 60% of job seekers had experienced a poor candidate experience in the past. The study also found that “while only 61% of employers say they notify declined candidates about their decision, 65% of job seekers say they never or rarely receive notice from employers.”
So, there’s a bit of a disconnect there between what employers think they do and what they actually do. And that lack of self-awareness is costing them, as 80% of job seekers said they would be discouraged from considering other relevant job openings at a company that failed to notify them of their application status.
Back to the Emerging Workforce Study, that research found that 41% of respondents will only work for a company that offers “agile employment opportunities” and that the average percentage of contingent workers in company workforces has increased from 15% in 2017 to 29% in 2018.
Another significant finding of the survey, which aims to help employers and job candidates understand what the other is looking for, is that a quarter of employees (23%) say they will likely look for a new job in the next three months, while 33% say they will probably look for a new job in the next 12 months. Among millennials, the numbers are higher, with 48% saying they will probably look for a new job in the next three months and 56% in the next year.
The top reasons for moving on are dissatisfaction with current salaries, growth opportunities, and office culture.