Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com
Recently, Glassdoor—one of the world’s largest job and recruiting sites—polled more than 1,000 U.S. job seekers, asking about their biggest frustrations with the interview process, and what specifically makes them more likely to drop out.
While reasons like potential employers “cancelling or postponing interviews,” and “not responding in a timely manner,” were amongst the top issues identified by job seekers, the number one grievance according to 50% of polled participants? Lack of information about a job’s total compensation package, including pay and benefits.
With SIA reporting a 48-year low in unemployment rates and temp jobs rising by nearly 11,000 in September 2018, it’s clear that a candidate-driven market is here to stay. In knowing this, job seekers are more likely to feel emboldened to be more selective when looking for a new job—taking into account things like compensation and an organization’s willingness to disclose those requirements. Any company not willing to share a salary range up-front could suggest potential red flags, and a waste of time for candidates.
But as a recruiter, what are you supposed to do when a hiring manager won’t give you an official salary range, or asks you not to disclose all compensation details right away? Since benefit conversations are just one piece of the puzzle, it’s necessary to look into a few other factors that can help positively steer the recruitment process in a way that meets candidates’ needs, and provides recruiters with a bit more control.
Total Transparency and Feedback are Key
In the same Glassdoor survey, when asked what makes a positive job-application experience, 58% of job seekers noted clear and regular communication, 53% stated they want a company to define clear expectations so they could prepare well, and 51% said getting feedback from a company, even if negative, would all make a helpful impact.
The key problem in all of these instances is a breakdown in communication. Whether it be not hearing back about a job or not having the process properly explained, candidates aren’t likely to stick around if they feel they’re being left in the dark. Regardless of high-salary potential, candidates will move onto something else if they don’t know where they stand in the recruitment process. As the liaison between candidates and your client, make sure that you follow up with both often to retain engagement.
Gender Makes a Difference
When surveyed, 57% of women reported that not receiving enough information about total compensation packages was one of their biggest issues, compared to only 44% of men. Further, 43% of women articulated they would pull out of the recruitment process if they read a negative review from an employee, versus only 28% of men who would do the same.
With ongoing conversations around pay equality and new platforms emerging that speak to female job seekers (e.g. InHerSight), the results aren’t completely shocking, but definitely worth taking into account. While you cannot control the gender of applicants, you can certainly tailor your approach to fit your audience. By getting to know more about what a candidate is looking for in a job outside of monetary requirements, you can play up other benefits your client offers, as well as specific aspects of the role you think would appeal to them.
Shorter Interview Processes are Desired
82% of job seekers expressed they would want the entire interview process to take less than a month, while as many as 40% revealed they’d prefer less than a week. With the fastest time-to-fill averaging a minimum of 8 days or more worldwide, there is a clear dissonance between what job seekers desire and the current state of the industry.
While meeting all candidate expectations around the length of the interview process is unlikely, there are steps you can take to make sure it’s as quick and efficient as possible. Encouraging hiring managers to agree to a firm but flexible-as-needed timeline for an open requisition, as well as having them provide all of the necessary information upfront to attract the right talent and properly guide recruiter-candidate conversations, can make a big difference in cutting down on wasted time.
Ultimately, while all of these aspects can make for a better overall job-seeking experience, if a candidate asks about compensation, it’s best to be as open as possible. The reality is, there are companies that are starting to recognize the importance of salary transparency, and those that don’t, risk missing out on quality talent. Instead of evading candidates’ questions surrounding the topic, try guiding your clients on ways to highlight compensation-package differentiators that make the position/company more appealing (e.g. while a salary range might be slightly below market value, perhaps the available healthcare options are comprehensive and affordable).
At the end of the day, if a client’s salary range and benefits do not meet the needs and requirements of a candidate, they’re going to move on—regardless of when in the process they find out. To avoid diminishing your chances of working with a quality candidate in the future, honesty really remains the best policy.
Source: Glassdoor, “Lack of Information About Compensation Is the Biggest Frustration for U.S. Workers and Job Seekers, According to Glassdoor Survey.”
As a recruiting firm, have you considered working internationally but haven’t “pulled the trigger?” Maybe you’re a solo recruiter with limited resources and don’t think you can take on international recruitment. Or maybe your firm doesn’t want to have to navigate the legalities and regulations of another country. Yes, these can be challenges, but the fastest and easiest way to surmount them is to work with a trading partner who has experience in international recruitment and understands the local laws.
Many employers attempt to first use internal resources instead of looking at external recruitment companies. In markets that the employers know well and have social media connections, perhaps it is possible to avoid independent recruiters or at a minimum reduce the dependence on outside agents. When the needs of companies expand beyond a local market and into countries where there is no physical presence, recruitment agencies may be the only way to achieve the results that are needed. As an international agency ourselves, we have prepared a few questions to consider when contracting an international agency.
