Technology and all its tools help automate and simplify HR processes, including attracting and acquiring talent. With them, the tendency is for the steps to be more agile and efficient. But while features provide huge benefits for recruiters, they can make recruiting humane and personable difficult.
The selection process is the first contact a professional has with the company. Thus, all stages must be thought through to create the best impression. And research shows that currently, the sentiment is the opposite of that.
According to a study carried out by the American Staffing Association Workforce Monitor, 80% of candidates think that participating in processes today is like sending their resume into a black hole. Already 69% believe that the steps are impersonal. That is, most professionals do not believe that recent processes are humanized.
With that, another challenge is launched for HR professionals: how to improve the experience of candidates in the selection processes?
Candidates are not happy with the recruitment process
When candidates are not satisfied with the recruitment process, is an indication of problems in the way the company is conducting the steps. In this sense, some possible reasons for dissatisfaction include:
- Lack of clarity: If the job descriptions and activities are not clear, this can put off candidates;
- Too much time: If the recruitment process is too long and time consuming, this can turn off candidates. The problem is even greater if they are unemployed or applying for other vacancies simultaneously;
- Lack of communication: this is usually the main complaint observed. When the company doesn’t provide feedback or keep candidates informed about the steps in the process, they feel disrespected;
- Misconduct: If recruiters don’t treat candidates with respect and consideration, it can leave a negative impression, damaging the company’s image.
To improve the recruitment process and increase candidate satisfaction, the company may consider implementing a more efficient recruitment process.
To do this, she needs to ensure that job descriptions are clear and accurate. In addition, she must keep applicants informed of the steps in the process and treat everyone with respect and consideration.
Finally, the company can ask candidates for feedback on the recruitment process to identify areas where it can improve.
Trends in the field of recruitment
The recruitment industry has undergone significant changes in recent years. Some of these developments were slow, while others happened overnight. Incidentally, several of them were motivated by the pandemic.
As such, there are currently several trends that can impact how companies find and hire talent:
- Data-driven recruiting: this is the true “apple of the eye” of recruiters. Companies are using data analysis to better understand the profiles of ideal candidates and how to find them. This can include analyzing social media and other data sources to identify professionals who have the desired requirements;
- Artificial Intelligence and Automation: Recruiters are benefiting from technologies like never before! Thus, chatbots, artificial intelligence and automation are used to simplify processes and make them more efficient. This can include using video interviews, CV screening and data analysis tools;
- More recruiting approaches inclusive: companies are recognizing the importance of diversity in the workforce;
- Focus on Candidate Experience: Organizations are generally paying more attention to the candidate experience throughout the recruiting process.
- Remote recruitment: this is one of the clearest legacies of the pandemic. With the rise of remote work, companies have had to adapt and use technology to conduct interviews and other selection processes online. This method also allows you to find candidates located anywhere.
These are just some of the trends in the field of recruitment. However, with the emergence of new needs, companies and candidates, they can transform.
But something certainly isn’t likely to change anytime soon. Regardless of technology’s impact on the hiring process, recruiters cannot ignore the human component. Candidates want and demand human interaction. Therefore, interpersonal communication remains a vital part in any area.
The importance of human contact when hiring a candidate
There are already several tools and platforms on the market aimed exclusively at facilitating selection processes. However, none of them is able to replace human contact.
And direct interaction with the recruiter can be decisive for a candidate to choose a company. Communication builds trust, adding value to the recruitment process. Something difficult to be replicated by technology.
Thus, HR can and should adapt some selection steps to make them more humane and pleasant for professionals. In that sense, you can:
- Customize automated tool messages to make the process less impersonal and cold. So, abuse your creativity and use standard texts and templates as little as possible;
- Carry out periodic tests to feel the candidate’s experience in their selection process “in their own skin”. That way, you’ll be able to find flaws and points that can be improved;
- Reassess the criteria for selecting vacancies to prevent good candidates from getting lost in the process. This reassessment also reduces the passage of less suitable professionals to the next phases;
- Use video content instead of text. Thus, even in larger processes, candidates will know the face of the evaluators, making anything but impersonal;
- Give feedback to all candidates, regardless of where they are in the process. The more personal the feedback, the better. Of course, this is not always possible, especially when there is a large number of resumes. However, at least those who have been interviewed should receive personalized feedback. After all, they spent time and energy to participate in what was proposed.
These were just a few suggestions that recruiters can follow. At the end of the day, what matters most is not forgetting that the tools are there to help and not replace people in recruiting. Balance is always the best choice!
A happy candidate equals a satisfied employee
A well-done selection process is crucial for a quality work relationship. This is the candidate’s first contact with the company, and when there is a failure in the choice, everyone involved loses out. After all, nobody benefits when a contract doesn’t work. The company loses money, the professional is frustrated, the team is overloaded.
So, it is essential that this is a positive experience. And technology can make recruiters’ tasks much easier. Data analysis, automatic shooting and many other functions that can be performed by AI.
But human contact, direct contact, is still irreplaceable when it comes to selecting people. Thus, effective recruitment must mix tools and human skills to achieve the best goals.
Also remember that news spreads – good and bad. A good candidate experience will increase positive feelings about your company, even if the candidate is not approved. See this is not the issue.
A process can make an excellent impression, even when there is no hiring. Quick and clear answers, correct information, personal feedback, kindness. It all matters.
Positive experiences remain in memory and the information reaches other candidates or even clients and investors. We live in the age of transparency and nothing stays secret for long.
The more well-being and balance during the candidate’s journey the company offers, the better. And since this is the subject, are you already familiar with BETI, Well-being at Work Does It Matter? This is a program that encompasses integral health actions in companies. Want to know how to change your organization’s climate? Click here right now!
References:
https://www.plooral.com/br/blog/jornada-do-candidato/
Technology and all its tools help automate and simplify HR processes, including attracting and acquiring talent. With them, the tendency is for the steps to be more agile and efficient. But while features provide huge benefits for recruiters, they can make recruiting humane and personable difficult.
The selection process is the first contact a professional has with the company. Thus, all stages must be thought through to create the best impression. And research shows that currently, the sentiment is the opposite of that.
According to a study carried out by the American Staffing Association Workforce Monitor, 80% of candidates think that participating in processes today is like sending their resume into a black hole. Already 69% believe that the steps are impersonal. That is, most professionals do not believe that recent processes are humanized.
With that, another challenge is launched for HR professionals: how to improve the experience of candidates in the selection processes?
Candidates are not happy with the recruitment process
When candidates are not satisfied with the recruitment process, is an indication of problems in the way the company is conducting the steps. In this sense, some possible reasons for dissatisfaction include:
- Lack of clarity: If the job descriptions and activities are not clear, this can put off candidates;
- Too much time: If the recruitment process is too long and time consuming, this can turn off candidates. The problem is even greater if they are unemployed or applying for other vacancies simultaneously;
- Lack of communication: this is usually the main complaint observed. When the company doesn’t provide feedback or keep candidates informed about the steps in the process, they feel disrespected;
- Misconduct: If recruiters don’t treat candidates with respect and consideration, it can leave a negative impression, damaging the company’s image.
To improve the recruitment process and increase candidate satisfaction, the company may consider implementing a more efficient recruitment process.
To do this, she needs to ensure that job descriptions are clear and accurate. In addition, she must keep applicants informed of the steps in the process and treat everyone with respect and consideration.
Finally, the company can ask candidates for feedback on the recruitment process to identify areas where it can improve.
Trends in the field of recruitment
The recruitment industry has undergone significant changes in recent years. Some of these developments were slow, while others happened overnight. Incidentally, several of them were motivated by the pandemic.
As such, there are currently several trends that can impact how companies find and hire talent:
- Data-driven recruiting: this is the true “apple of the eye” of recruiters. Companies are using data analysis to better understand the profiles of ideal candidates and how to find them. This can include analyzing social media and other data sources to identify professionals who have the desired requirements;
- Artificial Intelligence and Automation: Recruiters are benefiting from technologies like never before! Thus, chatbots, artificial intelligence and automation are used to simplify processes and make them more efficient. This can include using video interviews, CV screening and data analysis tools;
- More recruiting approaches inclusive: companies are recognizing the importance of diversity in the workforce;
- Focus on Candidate Experience: Organizations are generally paying more attention to the candidate experience throughout the recruiting process.
- Remote recruitment: this is one of the clearest legacies of the pandemic. With the rise of remote work, companies have had to adapt and use technology to conduct interviews and other selection processes online. This method also allows you to find candidates located anywhere.
These are just some of the trends in the field of recruitment. However, with the emergence of new needs, companies and candidates, they can transform.
But something certainly isn’t likely to change anytime soon. Regardless of technology’s impact on the hiring process, recruiters cannot ignore the human component. Candidates want and demand human interaction. Therefore, interpersonal communication remains a vital part in any area.
The importance of human contact when hiring a candidate
There are already several tools and platforms on the market aimed exclusively at facilitating selection processes. However, none of them is able to replace human contact.
And direct interaction with the recruiter can be decisive for a candidate to choose a company. Communication builds trust, adding value to the recruitment process. Something difficult to be replicated by technology.
Thus, HR can and should adapt some selection steps to make them more humane and pleasant for professionals. In that sense, you can:
- Customize automated tool messages to make the process less impersonal and cold. So, abuse your creativity and use standard texts and templates as little as possible;
- Carry out periodic tests to feel the candidate’s experience in their selection process “in their own skin”. That way, you’ll be able to find flaws and points that can be improved;
- Reassess the criteria for selecting vacancies to prevent good candidates from getting lost in the process. This reassessment also reduces the passage of less suitable professionals to the next phases;
- Use video content instead of text. Thus, even in larger processes, candidates will know the face of the evaluators, making anything but impersonal;
- Give feedback to all candidates, regardless of where they are in the process. The more personal the feedback, the better. Of course, this is not always possible, especially when there is a large number of resumes. However, at least those who have been interviewed should receive personalized feedback. After all, they spent time and energy to participate in what was proposed.
These were just a few suggestions that recruiters can follow. At the end of the day, what matters most is not forgetting that the tools are there to help and not replace people in recruiting. Balance is always the best choice!
A happy candidate equals a satisfied employee
A well-done selection process is crucial for a quality work relationship. This is the candidate’s first contact with the company, and when there is a failure in the choice, everyone involved loses out. After all, nobody benefits when a contract doesn’t work. The company loses money, the professional is frustrated, the team is overloaded.
So, it is essential that this is a positive experience. And technology can make recruiters’ tasks much easier. Data analysis, automatic shooting and many other functions that can be performed by AI.
But human contact, direct contact, is still irreplaceable when it comes to selecting people. Thus, effective recruitment must mix tools and human skills to achieve the best goals.
Also remember that news spreads – good and bad. A good candidate experience will increase positive feelings about your company, even if the candidate is not approved. See this is not the issue.
A process can make an excellent impression, even when there is no hiring. Quick and clear answers, correct information, personal feedback, kindness. It all matters.
Positive experiences remain in memory and the information reaches other candidates or even clients and investors. We live in the age of transparency and nothing stays secret for long.
The more well-being and balance during the candidate’s journey the company offers, the better. And since this is the subject, are you already familiar with BETI, Well-being at Work Does It Matter? This is a program that encompasses integral health actions in companies. Want to know how to change your organization’s climate? Click here right now!
References:
https://www.plooral.com/br/blog/jornada-do-candidato/
