In the digital age, job seekers have a variety of ways to find your company. More importantly, their tech-enabled outlooks are changing the ways they decide which employers are worthy of receiving their resumes.
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Though it may be challenging, it's critical to update your candidate experience in order to better engage candidates. Otherwise, they'll move on to organizations that do engage them.
Below are a few small changes you can make today to improve the candidate experience and attract high-potential candidates.
1. Optimize Your Careers Page for Mobile
About 45 percent of job seekers say they have used mobile devices as part of their job search in the past, and that number is only expected to increase. If your job pages aren't mobile-optimized, you're missing out on all the highly skilled candidates browsing for jobs on their phones and tablets.
2. Move Quickly
People hate waiting – especially when it comes to their careers. The speed at which you respond to a candidate can be the difference between a new hire and a rejected job offer. According to one study, 23 percent of candidates will lose interest in a job if they don't hear back within a week; after two weeks, another 46 percent of candidates lose interest.
3. Invest in Long-Term Relationships
A candidate may not be the right fit for a certain position, but that doesn't mean they have no value for your organization. Keep even rejected candidates in the loop with monthly newsletters, a talent community, or another method for sending out personalized messages. Make sure candidates know when new opportunities arise at your organization – one of those new openings could be a perfect match.
4. Promote Employee Growth
Unique perks and benefits are great ways to catch a candidate's attention, but you should know that many of today's job seekers are more interested in growth and development opportunities. In one survey, 25 percent of respondents named "professional growth opportunities" as "the most important benefit an employer can offer." So, in addition to generous health benefits and lots of PTO, be sure to advertise your company's great career development program.
5. Use the People You Already Have
Don't overlook your current employees, who can be of much help in sourcing great talent for your company. Many people – about 72 percent – trust messages about employers the most when they come from friends and family members. When your employees spread the word about job openings at your company, their network connections will be more likely to take the opportunity seriously. Plus, because your existing employees understand the company culture and workplace environment, they'll be able to identify better potential fits for the company.
A version of this article originally appeared on the ClearCompany blog.
Sara Pollock is head of the marketing department at ClearCompany.