{"id":2681,"date":"2022-05-09T21:38:02","date_gmt":"2022-05-09T21:38:02","guid":{"rendered":"https:\/\/fieldoftalent.com\/staging\/?p=883"},"modified":"2024-03-26T17:33:12","modified_gmt":"2024-03-26T21:33:12","slug":"recruitment-in-2022-what-your-top-candidates-expect","status":"publish","type":"post","link":"https:\/\/fieldoftalent.com\/staging\/recruitment-in-2022-what-your-top-candidates-expect\/","title":{"rendered":"Recruitment in 2022: What your top candidates expect from you"},"content":{"rendered":"\r\n

Sixty percent of job candidates during the Great Resignation are disappointed with their prospective employers\u2019 slow, outdated recruitment processes and talent acquisition strategy (Greenhouse<\/a>). Is your organization guilty?<\/p>\r\n\r\n\r\n\r\n

As Millennials and Generation Z consume more of the labor pool, talent acquisition trends are changing faster every day. If you can meet their recruitment expectations, you can hire top talent faster and easier.<\/p>\r\n\r\n\r\n\r\n

In this article about recruitment trends in 2022, the Field of Talent team breaks down what your top candidates expect from you, your team, and your company\u2019s hiring process.<\/p>\r\n\r\n\r\n\r\n

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Job candidates want a fast, efficient process<\/h2>\r\n\r\n\r\n\r\n

A challenge plaguing the recruitment industry is how to hire Millennials and Gen Zers \u2013 the most diverse generations our nation has seen (NPR<\/a>). And, they now make up almost half of the workforce (Purdue Global<\/a>).<\/p>\r\n\r\n\r\n\r\n

What matters to one job candidate might not matter at all to another. Salary, social impact, internal culture, benefits and perks, career advancement, and environmental justice. One of the many solutions is to create a faster, more efficient recruitment process to attract and retain our youngest generations.<\/p>\r\n\r\n\r\n\r\n

Your job application should not require a thesis and hours of your recruits\u2019 time. If it does, you\u2019re reducing your own candidate flow. More than 70% of job candidates in 2021 said they wouldn\u2019t even bother with a job application if it required more than 15 minutes of their time (Greenhouse).<\/p>\r\n\r\n\r\n\r\n

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Make the application easy<\/strong><\/h3>\r\n\r\n\r\n\r\n

Beyond your application, your hiring process shouldn\u2019t be a burden on candidates. Be flexible. If you\u2019re open to remote work, show it! Short, virtual interviews and panels are a great way to efficiently screen many candidates \u2013 and likely your candidates\u2019 preference. In-person interviews require another level of commitment.<\/p>\r\n\r\n\r\n\r\n

And then, you can be more flexible with times. A gift to your candidates especially when they\u2019re employed and can\u2019t take time off during the workday.\u00a0<\/p>\r\n\r\n\r\n\r\n

Struggling with how to attract Millennials and Gen Zers to your company? Start with making your application easier. Then, speed up your hiring process.<\/p>\r\n\r\n\r\n\r\n

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Faster time-to-hire means more top draft picks<\/strong><\/h3>\r\n\r\n\r\n\r\n

Time (to hire) is of the essence, especially in\u00a02022 and regardless of the generational makeup of your candidate pool. As technology has taken over our lives, so too has a different relationship with time. The youngest generations in our workforce now expect processes to take far less time \u2013 whether they really do or not.<\/p>\r\n\r\n\r\n\r\n

If you speed up your process, you\u2019ll have quicker access to your top draft picks before their other suitors engage with them or make offers. Giving you a leg up on your competition. And we know, those who make the offer first usually land the talent first.<\/p>\r\n\r\n\r\n\r\n

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Stay organized<\/strong><\/h3>\r\n\r\n\r\n\r\n

While your recruitment speeds up, it\u2019s easy to fall behind and get disorganized. In fact, with a faster hiring process, you will<\/em> need to get more organized. Excel or Google Sheets may have worked in the past, but they likely won\u2019t cut it.<\/p>\r\n\r\n\r\n\r\n

Applicant tracking systems and recruitment CRMs are effective tools in making sure nothing slips through the cracks and you\u2019re always a step ahead. Personally, we use Loxo and have been able to automate, measure, and improve our recruitment processes over time with a powerful suite of features. Keep your eyes peeled for another Field of Talent resource on recommended systems soon.<\/p>\r\n\r\n\r\n\r\n

Lesson learned. A faster, more efficient recruitment process will set you up for success in your recruitment of Millennials as they become 75% of the global workforce by 2025 (Purdue Global).<\/p>\r\n\r\n\r\n\r\n

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Job candidates want better communication<\/h2>\r\n\r\n\r\n\r\n

As the hiring market heats up, communication will be another recruitment challenge in your organization. With a faster process, your communication needs to be better \u2013 more frequent, clear, and transparent.<\/p>\r\n\r\n\r\n\r\n

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Frequency, clarity, & transparency<\/strong><\/h3>\r\n\r\n\r\n\r\n

You have far more access to technology than you did even 5, 10 years ago. And for this reason, you\u2019re able to communicate far better with your job candidates. Because Millennials and Gen Z job candidates expect a more personal, visible recruitment process, use your platforms, software, tech, and tools to communicate more<\/em><\/strong> with candidates who demand it.<\/p>\r\n\r\n\r\n\r\n

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No ghosting<\/strong><\/h3>\r\n\r\n\r\n\r\n

Treat your candidates as you want to be treated. If you\u2019re enjoying a recruit\u2019s presence, skills and experience, you wouldn\u2019t want them to \u201cghost\u201d you \u2013 meaning that they suddenly stop all communications without any explanation. In return, do not do the same with them.\u00a0<\/p>\r\n\r\n\r\n\r\n

According to the annual Greenhouse candidate experience report in 2022, a whopping 75% of job candidates have been ghosted by employers (Greenhouse). Stand out from your competition by communicating frequently, clearly, and transparently with your recruits.<\/p>\r\n\r\n\r\n\r\n

Candidates understand that a process has a lot of moving parts and that at times, communication can be slow. They\u2019ll empathize with you. But, you must always remember to cut ties amicably<\/em><\/strong> if a candidate isn\u2019t the right fit for your organization at that time. Who knows, they may become a top draft pick in a few months or years.<\/p>\r\n\r\n\r\n\r\n

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Meet them where they are<\/strong><\/h3>\r\n\r\n\r\n\r\n

Just as the candidate pool has changed, so have their communication preferences. It\u2019s time to venture into SMS and texting as an efficient, fast, and even preferred<\/em><\/strong> method of reaching your job candidates.<\/p>\r\n\r\n\r\n\r\n

Let\u2019s face it \u2013 why in 2022 are we reaching out to Millennials and Gen Z recruits via email when we know<\/em><\/strong> they\u2019d choose the more immediate medium of text? Is it not corporate enough? 80% of organizations would say otherwise: 4 of 5 American companies will start messaging their customers by 2025 (Gartner<\/a>).<\/p>\r\n\r\n\r\n\r\n

With a 98% text open rate versus email\u2019s average rate of 20%, you\u2019re sure to get far faster responses (95% respond in just 3 minutes!) from your top draft picks (FinancesOnline<\/a>). And, maybe even impress them with your use of a new technology.<\/p>\r\n\r\n\r\n\r\n

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Job candidates want a glimpse of the position<\/h2>\r\n\r\n\r\n\r\n

Accurately explaining your culture, benefits, and perks to your recruits should be at the top of your list. Why? Because it\u2019s top of mind for your candidates.<\/p>\r\n\r\n\r\n\r\n

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Process should reflect culture<\/strong><\/h3>\r\n\r\n\r\n\r\n

Before committing to anything, job candidates like to see how their unique personality fits with your company culture. Are you buttoned-up? Are you loose and relaxed? Do you have a more rigid hierarchy or is your organization more horizontal? Today\u2019s modern recruits want a glimpse of that<\/em><\/strong> during the recruitment process.<\/p>\r\n\r\n\r\n\r\n

Your candidates carefully analyze everything you do and say. It\u2019s just important for you to tell<\/em><\/strong> them about your culture as it is to show<\/em><\/strong> them. Sure, be calculated. But also, be who you are. This is your chance to disqualify<\/em><\/strong> those who don\u2019t<\/em><\/strong> fit your culture too. You want your top talent to say, \u201cOh, I LOVE this dynamic. I can see myself within this team.\u201d<\/p>\r\n\r\n\r\n\r\n

Ensure you show-and-tell these elements of your workplace culture during recruitment:<\/p>\r\n\r\n\r\n\r\n