With the Fourth of July approaching, we are now in full-swing for summer fun! But before the fireworks go off, recruiters need to reevaluate their current employee recruitment strategies and processes. And with 86 percent of companies offering summer internships and temporary or contractor positions that lead to full-time hires, getting summer hiring right is vital. Therefore, to “spark” candidate interest and capture top talent, recruiters should ensure that their current processes engage candidates. The best way to retain candidate interest is by keeping applicants informed throughout the duration of the hiring process.
The first step in reassessing current summer hiring processes is to ask yourself a few, simple questions: What is it that is attracting candidates to certain companies; What wows candidates; and What really works in terms of providing a positive candidate experience?
Let’s walk through a candidate journey and explore ways you can kindle the candidate experience at your company.
1.Colorful Perks: What attracts candidates to company’s career portals?
Many times, it is the perks. When companies offer competitive work-life balances and flexible schedules, candidates are more inclined to engage with that company. In order to spark interest in your employment brand, make sure to take a look at what other companies in your industry are offering. Check out what incentives they offer new and existing employees and then see if your organizations’ offers are comparable. If it is not, then it’s time to have a chat with your Human Resources department. By reevaluating and increasing company perks and benefits, employee career portal traffic will increase.
2.Exciting Ads: How do candidates know about these awesome perks?
The company markets these exciting opportunities and incentives on social media sites, career portals, and alternative advertisements (billboards, flyers, commercials, etc.). In fact, according to iCIMS findings, to maintain company brands, 50 percent of Human Resource professionals use corporate social media profiles to promote open positions, 49 percent use job descriptions to display company culture, and 49 percent host career events.
3.Fast Applications: How long should it take the applicant to apply?
Better yet: how much time are applicants willing to give to apply to your organization? While that may vary by person, CareerBuilder has reported that 9 out of 10 candidates felt applications should take less than 10 minutes. Recruiters should all look at the length of their applications and note if the requisitions are A) mobile-friendly and easy to navigate, and B) quick and informative. Applications should capture basic information and required fields for employers to consider. These should not be filled with lengthy tests or open-ended questions. Applicants find these to be time-consuming. Organizations risk higher drop-off rates when using extensive applications.
4.Electrifying Interviews: Why are candidates not prepared for interviews?
When a candidate nabs an interview, they often research general interview tips, the company’s history, and products/services. Yet despite this research, 99 percent of recruiters think college seniors need to improve their interview skills. How do organizations avoid wasting time or missing out on a well-rehearsed interview? Roy Maurer, SHRM, reports on Paul D’Arcy’s Indeed Interactive 2017 speech in which he suggests helping the candidates out. D’Arcy cited an email from Google in which the recruiter provided relevant interview information such as: the role’s duties, what to expect in the interview process, evaluation criteria, sample questions, directions, and details on how to prepare. Recruiters want top talent. The best way to help candidates to truly shine, is to give them the tools for success.
5.Captivating Communication: How do we keep the conversation going?
In addition to providing robust interview information, it is important to keep the spark ignited by keeping candidates informed. Post interview, candidates should have information on next steps. Providing candidates with an estimated timeline of the company’s expected time-to-fill and opportunities to join talent pools within the organization helps to retain candidate interest. Retaining top talent in pipelines is a great way to keep candidates involved with your organization and positive about your brand.
For more information on attracting summer talent, please check out iCIMS’ “How to Best Showcase Summer Company Perks to Attract Talent”.
With a passion for life-long learning, Danielle McClow got her start in higher education before joining iCIMS as a Content Writer. She holds an advanced degree in classic rhetoric and when not writing she wishes to pet all the dogs.