Experience is Everything
Now we’ve all applied for jobs, not that first paper round you did or even the bar you worked in at Uni.
I’m talking about the jobs that mattered to you.
The Graduate programme, or the career switch, the situations where making the right decision felt like everything.
The jobs where you are desperate to find a company with the right fit, to secure right role.
But getting these jobs from my own experience is not easy; it takes days, weeks, even months going through different applications with numerous companies.
You find yourself lost and frustrated amongst a sea of process and administration, completing web forms, adding profiles, completing online tests.
No two organisations processes are the same and so often little or no feedback for all your efforts.
Applying for my internship I went through over 50 different application processes, where only 20 companies even came back to me with feedback, let alone a decision.
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The Pain of the Process
Well, I understand the recruiting journey is no easy thing and is usually heavy on ‘administration’ for the HR team.
But too often those in charge of recruitment forget about the crucial part of ‘Experience’ through your hiring process for candidates.
What do I mean?
Well some of the things seem so very simple,
- 86% of companies don’t provide confirmation emails
- 89% provide vague or inconclusive job descriptions, and
- 83% of candidates were not notified when the position was filled
These don’t seem like the most heinous of crimes, but the ramifications for the organisation and brand could be much longer lasting.
Did you know that
- 72% of applicants are unlikely to recommend an organisation to others if they don’t hear back from interviewers
- 40% will never apply again if their experience was negative and more worryingly
- most say that they are unlikely purchase products/services from that organisation in the future
Bad Processes Instill a Lack of Confidence
So with this in mind, here I am, an eager and enthusiastic individual looking for that perfect role.
I find a brand I like, I head to careers from their glitzy customer website site and then BAM!
I am not sure if any of you know what I mean, but I seem to be transported to another world.
I was left thinking… Is this still the same brand/website/organisation that I want to apply for?
What am I doing here?
Why do I now feel like I am on one of those bizarre websites where after giving you details you can expect 100’s emails (spam!) from different firms, S-C-A-R-Y!
But as I am still eager and determined to apply for the job, I remain focused and try to make sure that all of my details are correct, to ensure every question is answered in an appropriate manner, paying attention to spelling and grammar.
But this website is not helping, it’s difficult to navigate, and eats at my concentration right from the start.
Speaking honestly, there were perhaps maybe 2 or 3 occasions during my 50 applications, where I thought to myself, WOW, this website actually looks like it was made in the ‘10’s.
The means only around 6% of the organisations I contacted had a reasonable to good candidate experience.
This is shocking when you consider this publicised ‘talent shortage’ or the potential effect negative candidate experiences can have on your overall brand, just look at the stats above.
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Where the Focus Needs to Change
The process isn’t simple, but the answer is:
Deliver experiences that you would be happy to part of, ones that fulfill the need for information capture but that engage and are relevant to modern working.
For instance, applying via mobile.
You would be amazed how many huge brands still have career websites not optimised for mobile.
When you consider that Google now prioritises mobile optimised sites in their rankings and that mobile usage overtook desktops way back in 2014 (now over 2,000 million users), how much Talent are organisations missing by not catering to this way of working?
But this experience isn’t just limited to candidates; HR must consider their internal customers too.
Bad Processes Domino Internally As Well
Hiring managers are customers too.
They engage with HR for a service, for assistance in filling their teams.
Like the candidates, HR teams need to capture information from these internal customers for their records, but again experience is key.
Implementing technology is a common way to monitor and extend the reach of HR, however, how many organisations make sure everyone understands it?
How many organisations implement software without a focus on adoption as a key priority for their teams?
This adoption needs to consider the human process first, and then be mapped to technology.
Mobile recruiting through task-orientated workflows can save hours of time and make significant cost savings, but only if users are correctly enabled and the information is accurate.
End-User Experience Are Important at All Levels
Another consideration is that adapting to new technology can be difficult for users, especially for people that have been using the same resources over and over again for past 10 – 15 years.
There are many challenges to face and adoption is one of them.
The most important step is to provide training for mangers, which will allow them to reach the full potential of new options.
Defining right requirements that will let to deal with different level of complexity of hiring is crucial.
Therefore before considering new technology, that will deal with different levels of complexity within the hiring experience for candidates and managers, think about the processes it will be based on and the humans that will be using it.
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Garrett is the publisher, editor, writer forThe HRIS World Research Group, which includes The HRIS World, The HRIS World Research, The HRIS World Jobs, The HRIS World News, and The HRIS World Videos
With more than 20 years in roles as a client executive sponsor (#thwCES), project manager as well as functional / technical lead, Garrett is sought for his expertise for project insights, thought leadership, and team management globally.
He has been involved in large-scale and complex implementations since 1991 and has recently moved his operations to be with his wife in Brazil.
Garrett has had the pleasure of working with some of the greatest talents in the industry, and constantly shares his experiences and knowledge through content and webinars.
He maintains his fluency in Portuguese, German, French, and English with his various endeavors and contacts..
When not working, you will have to be adventurous to stay up with him as Garrett loves motorcycling, gunnery, boating, sailing, flying, and sports fishing -- and accompanying his wife on her various likes
About The HRIS World Research Group
The HRIS World blog, which is read by more than 50,000 from more than 160 countries monthly, manages to have more than 550,000 pages viewed monthly. 40%+ of the audience are decision-makers in their organization (and about half of that being C-levels!).
As CEO for CGServices USA Inc, he focuses on multi-provider, multi-line implementations consultation for HRIS systems
Council and Education Member of Gerson Lehrman Group Council, helping institutions of the world leaders meet, engage and manage experts across a wide range of sectors and disciplines.
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