HRO Today November 2014 - 43

Talent Acquisition
More than half of
professionals surveyed
agree that candidate
experience is important
to their hiring practices,
but almost four in 10
report that improving the
candidate experience
is one of their greatest
challenges.
however, is not just limited to candidates, it could also
affect the company's product side as well. One quarter of
talent acquisition practitioners think that this limitation
might even prevent consumers from buying products or
services from that company. If companies fail to heed the
feedback given throughout these data findings, they run
the risk of making themselves virtually obsolete to a new
generation of not only employees but customers.
Despite these setbacks for job seekers, there is good
news: HR and talent acquisition executives recognize that
a disconnect exists between expectations and reality.
But just how deep those frustrations are may not be fully
realized. Most practitioners report that it is extremely
important for candidates to feel their application process
is clear (69 percent), user-friendly (64 percent), and easy
(56 percent). Yet most admit that if they were applying
for a job at their company today, it's unlikely they could
describe the experience in those terms. More than half of
professionals surveyed agree that candidate experience
is important to their hiring practices, but almost four in
10 report that improving the candidate experience is one
of their greatest challenges. Plus, 35 percent feel it's hard
to keep candidates engaged throughout the application
process and communicate effectively with them at each
step. While acknowledging there is a problem is half the
battle, more needs to be done to implement change.
When factoring in the number of available tools and
channels that are designed to increase connectivity,
difficulties associated with candidate engagement
become even more frustrating. But the majority of
talent acquisition pros are struggling with the tools
currently available to them. A majority of professionals
reported that the tools they use today are not intuitive
(65 percent), not easy to customize (59 percent),
and don't save them time (53 percent) or money (58
percent). Almost two in three (64 percent) express some
dissatisfaction with or plans to replace their current
applicant tracking system (ATS). Adopting some of the
new breed of recruitment marketing tools on the market
can significantly improve both the recruiter and the
candidate experience. Talent acquisition teams can use
these solutions to meet the expectations of today's job
seeker through effective, targeted outreach programs
that maximize efficiencies, reduce costs, and improve the
company's employer brand.
FAST FACT:
Thirty-seven percent of recruitment professionals are
concerned that their company's application process is
deterring quality hires.
When these findings are boiled down, what remains is
one fundamental issue: HR executives need to reevaluate
their current processes. Over the last five years, the
industry collectively has seen a boom in technology that
has not only shaped a new generation, but redefined a
new generation of employees. Change is not always easy,
but as it relates to the current state of job applications, it
must happen.
Jed Hamilton is director of communications for Jibe, Inc.
NOVEMBER 2014 | www.hrotoday.com
[43]
http://www.hrotoday.com

HRO Today November 2014

Table of Contents for the Digital Edition of HRO Today November 2014

HRO Today November 2014 - 1
HRO Today November 2014 - 2
HRO Today November 2014 - 3
HRO Today November 2014 - 4
HRO Today November 2014 - 5
HRO Today November 2014 - 6
HRO Today November 2014 - 7
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HRO Today November 2014 - 9
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