Are you a manager recruiting on behalf of your large corporate employer? Are you a director hoping that your managers get their hands on the best talent out there? Are you in HR and certain that everyone is having a field day with the third party recruitment solution you invested in?
Below we reveal the misery your online job candidates are likely to be subjected to, along with 25 tips on how to make things better.
Your organisation is likely to be investing quite a bit of effort and money into recruitment to ensure that it attracts the best candidates. There is probably a nicely written and designed careers website, a YouTube careers channel dedicated to company videos, interviews, employee testimonials and departmental presentations, social media career chatter on Facebook and Twitter and maybe a blog with polished corporate news and views written with job prospects in mind.
In our research we came across numerous examples of such online recruitment initiatives, most offering a decent experience. And yet, behind this sparkly, über-optimistic career-fest lies a big rot: the online job application process. As soon as a job candidate crosses the lovely shop front and enters the back room of online account opening, job searching, CV uploading and job applying, all cuddly content and design fade away. Instead, the unsuspecting user is asked to go through a clinical, impersonal, confusing, badly designed, badly written, patronising, and sometimes even impossible to complete, process.
This embarrassing for the employer and insulting to the candidate debacle is more often than not owned by third party recruitment solution providers such as Oracle’s Taleo, Kenexa, or SAP’s Success Factors. Yet, this should not be an excuse for a poor user experience. If you fail to attract the best talent out there, it is the future of your company that is at peril.