【美国】雇主必知的7条候选人体验

Survey lists'must-knows' about job candidate experience 

Although 76% offull-time, employed workers are either actively looking for a job or open tonew opportunities, nearly half of employers, 48%, can't seem to find theworkers they need to fill their job vacancies, according to CareerBuilder's2016 Candidate Behavior study. The recruitment process has become increasinglyimpersonal - for both candidates and recruiters - and both sides aren'tsatisfied with the experience.

The report notedseven facts every employer should know about the candidate job searchexperience:

1.Candidates areless likely to jump through hoops. The market has become more employee-centricand candidates are quicker to drop off if the application seems too cumbersome.One in five candidates said they are not willing to complete an applicationthat takes them 20 minutes or more, and 76% want to know how long it will takethem to finish an application before it starts. However, the majority of jobseekers said they would be willing to endure a lengthy application process ifthe company is offering a higher base salary.

2.Candidates moveon quickly. An inefficient, slow-moving hiring process will kill yourrecruiting efforts. Sixty-six percent of job seekers said they will wait lessthan two weeks to hear back from the employer before considering theopportunity a lost cause and moving on to another.

3.If you're hardto find online, candidates will be too. Most candidates, 64%, said afterreading a job posting, they will spend time researching before applying. Ifthey can't find the info they need on the company, 37% of all candidates willjust move on to the next company or job listing. Your company career site andsocial presence must be strong.

4.Candidatesexpect more information in the job listing. It's not enough to describe thecompany and job. The top things candidates said they want to see in a jobposting include salary at 74%, total benefits package at 61% and employeeratings at 46%.

5.Millennials mayswipe left if your mobile capabilities are weak. One in 10 millennials saidthey would drop a company out of consideration if they couldn't apply to a jobvia their mobile device. So if your site isn't mobile ready, your pages taketoo long to load or you have poor navigation through mobile, you could belosing fresh new talent.

6.You may not becovering all your bases. Consumers audiences are very fragmented. Job seekersuse up to 16 sources in their job search. Are you everywhere they are?

7.You may not knowhow good or bad your process is in the eyes of candidates. Only 31 percent ofemployers claim to have tried applying to one of their company's open jobs tosee what the process is like. Put on that job seeker hat and go to one of yourjobs, and go to your career site, and interact with your company through theeyes of the job seeker so you can make improvements where needed.

据凯业必达《2016年候选人行为研究》报告，尽管76%的全职员工在积极地寻找工作或者等待机会，但近一半（48%）的雇主似乎还是无法找到所需的人选来填补职位空缺。在招聘过程中，应聘者和招聘人员都变得越来越不客观，因为双方对招聘体验都不满意。

该报告指出了招聘过程中对于候选人体验，雇主必须知道的的7大事实：

1、候选人求职不太可能赴汤蹈火。市场已经变得更加以员工为中心，如果工作申请程序过于繁琐，候选人很快就会失去耐心。五分之一的候选人表示他们不愿意花20分钟及以上时间去完成一个工作申请，76%的人在申请前就想知道需要花多长时间。然而，大多数求职者表示，如果公司提供较高的基本工资，他们才愿意忍受漫长的申请流程。

2、应聘者会快速转移目标。低效、缓慢的招聘过程对招聘不利。66%的求职者表示，他们在2周内如果得不到雇主的答复，则会寻求另一个机会。

3、候选人关注公司的在线信息。大多数候选人（64%）表示在看到一则招聘广告后，在申请前他们会花时间去研究。如果他们在网上找不到所需的公司信息，37%的候选人就会继续转移到下一个公司或招聘广告。你的公司招聘网站和社交媒体展示必须强大。

4、应聘者期待更多的工作信息。对公司和工作的描述不足够。应聘者表示最希望在工作招聘信息上看到的是工资(74%)，整体福利（61%）和员工评级（46%）。

5、千禧一代的离开可能是因为你的移动功能太弱。10%的千禧一代表示如果不能通过移动设备申请工作，他们会降低对该公司的考虑。所以如果你的网站没有对接到移动端，网页加载时间太长，或者在移动访问体验不佳，那么你可能会失去新的人才。

6、你的职位信息发布渠道不广泛。求职者的分布是非常分散的。求职者在求职中会使用多达16个搜索来源。你知道他们来自哪里吗？

7、候选人在求职过程中如何看你？只有31%的雇主表示已尝试过申请自己公布的工作，以体验申请过程。设身处地以求职者的角度访问你的招聘站点，以求职者的视角与你的公司进行互动，这样你就可以在需要的地方进行改进。

小毛热线：021-32508112

翻译人：毛毓郁

来源： 

http://www2.staffingindustry.com/site/Editorial/Daily-News/Survey-lists-must-knows-about-job-candidate-experience-38108