HR Analytics, Opinions & Trends
The first 7 seconds
Today, a prospective candidate makes an ‘online’ first impression of you. It could be a new boss, a prospective addition to your team, or a potential client you want to partner with. And it happens real quick.
It’s the first 7 seconds that count !
Is that 7 a jinx? In Job Marketing, making the most effective first impressions and maximising the best out of your job ad – happens in a jiffy!
Candidate bounce rates (meaning: they visit the website then navigate away after viewing one page) are exceptionally high with passive candidates. Your organization has under 7 seconds to make an impact so that they advance forward in the apply process instead of a hasty retreat.
The 7 second theory can be seen in the case below – irrelevant, but enough to give you the jitters.
A Canadian man had been denied a multi-million dollar jackpot because his ‘winning’ lottery ticket was printed 7 seconds after the deadline.
The moment an applicant sees your job ad his or her brain makes a thousand computations: Is there a substantial career here? Is this a good employer?
Does the brand have value? Is the communication trustworthy, competent, likeable and confident ?
Major decisions about one another are made in the first 7 seconds of an interaction.
First impressions are crucial. You cannot stop people from making snap decisions – the human brain is hardwired in this way as a prehistoric survival mechanism – you can understand how to make those decisions work in your favor.
In fact, studies have found that visual cues have over four times the impact on the impression you make than anything you say.
Here are some nonverbal ways to make a positive first impression:
- Stay Visual: Use that quick image that grabs the attention.
- Don’t use ‘jargon’: Many companies use terms that intimidate and communicate being arrogant and unfriendly. Simple language should do the trick.
- Colors: Use colors that are warm and friendly and inviting.
- Be brief: Don’t go on capturing words and phrases. The colors and visuals have already mentally made the person aware.
- Only relevant points: The words that are used there can be very short and to the point.
- Get the applicant curious: The applicant should look at taking a call to action immediately. This could be applying for the job or asking a question.
References and Credits: http://bit.ly/2biI3cY http://bit.ly/1kCCelD http://ind.pn/2bIpuzS
HR Analytics, Opinions & Trends
EMPLOYER BRANDING – The Crux of Recruitment
Companies with a strong employer brand are perceived as an excellent place to work for with values, vision and growth. There is not a single aspect that can create perceptions. The brand works a complex web around people’s minds.
59% of employers say that employer branding is a key player in an organization’s recruitment strategy.
Maintaining a consistent employer brand is critical in harvesting and retaining the right talent. A strong company profile, which stands apart, can be the best aspect of a recruitment strategy.
39% of businesses are expected to increase investment in employment branding strategies this year.
A good image or perception in the marketplace attracts a higher level of competent applicants. It’s easier in the negotiation process and the chances of the candidate’s tenure greater. This creates a ‘dream job’ perception in the marketplace, which exponentially grows the brand.
Facebook (65%) and Twitter (55%) are used by businesses to showcase the employer brand.
5 components of a good company brand:
Employee Goodwill
Many employees talk to their peers about the company they work for. It is critical that values and culture permeate top-down with the strictest guidelines. There needs to be fair and just practices that are implemented and followed by department heads and line managers.
Standard Operating Procedures
Systems and procedures need to be documented. That makes it easier for people from different backgrounds to follow. This guides them to uniformity in acting and making decisions. People need to recognize and follow these. Non-adherence and the consequences would drive compliance among people with different opinions and temperaments.
Rewards and Recognition
An exemplary Rewards and Recognitions program is crucial. People enjoy recognition. It is an ego boost coupled with a physical reward. It demands better performance and loyalty from the employees.
Employee Benefits
This could mean stock options, medical benefits, company paid educational courses and policies that go beyond what is normally offered in the marketplace. People compare options…this could sway their decisions.
Physical Spaces
Visually appealing office spaces, make it an excellent place to work at and thrive in the workplace. Showcasing these architecturally appealing facilities and interiors conveys pride. Employees look forward to working in the facility.
Attracting and harvesting top talent is the cornerstone of HIREGRID initiatives. We optimize and capture your brand across all devices. Capture the right talent NOW!
References:
http://bit.ly/29Ghv29
http://bit.ly/2bVPWop
http://bit.ly/2bCprSg
Disclaimer: All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
The 7 Second Gap
Today, a prospective candidate makes an ‘online’ first impression of you. It could be a new boss, a prospective addition to your team, or a potential client you want to partner with. And it happens real quick.
It’s the first 7 seconds that count !
Is that 7 a jinx? In Job Marketing, making the most effective first impressions and maximising the best out of your job ad – happens in a jiffy!
Candidate bounce rates (meaning: they visit the website then navigate away after viewing one page) are exceptionally high with passive candidates. Your organization has under 7 seconds to make an impact so that they advance forward in the apply process instead of a hasty retreat.
The 7 second theory can be seen in the case below – irrelevant, but enough to give you the jitters.
A Canadian man had been denied a multi-million dollar jackpot because his ‘winning’ lottery ticket was printed 7 seconds after the deadline.
The moment an applicant sees your job ad his or her brain makes a thousand computations: Is there a substantial career here? Is this a good employer?
Does the brand have value? Is the communication trustworthy, competent, likeable and confident ?
Major decisions about one another are made in the first 7 seconds of an interaction.
First impressions are crucial. You cannot stop people from making snap decisions – the human brain is hardwired in this way as a prehistoric survival mechanism – you can understand how to make those decisions work in your favor.
In fact, studies have found that visual cues have over four times the impact on the impression you make than anything you say.
Here are some nonverbal ways to make a positive first impression:
- Stay Visual: Use that quick image that grabs the attention.
- Don’t use ‘jargon’: Many companies use terms that intimidate and communicate being arrogant and unfriendly. Simple language should do the trick.
- Colors: Use colors that are warm and friendly and inviting.
- Be brief: Don’t go on capturing words and phrases. The colors and visuals have already mentally made the person aware.
- Only relevant points: The words that are used there can be very short and to the point.
- Get the applicant curious: The applicant should look at taking a call to action immediately. This could be applying for the job or asking a question.
Here at HIREGRID, we have a quick diagnostic tool that can show you, in real time, the impact of these significant 7 seconds.
Deanna Hunt – Chief Marketing Strategist Email: customersuccess@hiregrid.io www.hiregrid.io References and Credits: http://bit.ly/2biI3cY http://bit.ly/1kCCelD http://ind.pn/2bIpuzS
The ATS Paradox
40% of smartphone candidates abandon the application process when the ATS is not optimized for performance.
HR Professionals differ on their views on the effectiveness of an ATS. The fact that an ATS targets ‘keywords’ strike different opinions among these professionals. They are sometimes more in the favor of targeting a particular skill and feel that an ATS does not do a great job. Also, today we have various permutations and combinations that technology uses to come as close to thinking and acting like the recruiter.
Consider – Microsoft gets 50,000 resumes weekly and the amount of labor to review these would be astronomical.
The market is wide open in the Internet and everything from a product to service is vying for top position. Recruitment professionals cannot spend hours on end looking at a gauging a resume, nor is there the ability to afford the luxury of a big recruitment team. The task is proportional to the size of the organization. Bigger the organization, the bigger the response to the job ad.
Almost 70% of resumes are never viewed by recruiters. They just pass through the ATS.
Most applicants don’t like the ‘impersonal experience’ when a company uses an ATS. Recruiters minimize the size of the talent pool automatically with an ATS. Contrary to the belief, the system replicates the human eye and brain to scan key words and phrases to ranks the applicant. Yes, the human element is not involved at this stage and as Industry and the Internet progress, so have the recruiters and applicants. The ATS is being made smarter, with applications and tools that involve responses to applicants, reminders to the recruiter and so forth. Yes, it’s survival of the fittest, be it the ATS, the company and of course the applicant.
A company with 8 employees can save $10,000 using an ATS.
So where does YOUR company stand? Over 50% of organizations have noticed the recruiting trends and plan to make some major HR technology purchases in the next 18 months.
Deanna Hunt,
Chief Marketing Strategist – HIREGRID
customersuccess@hiregrid.io
The Human ATS @ HIREGRID
HIREGRID, can give your company and the applicant the ‘human touch’ by integrating your ATS and providing you seamless statistical data across devices. No more complex spread sheets or source codes.
Click here if you have a question for us
References:
Millennials – The Biggest US Recruitment Target
They are the biggest in the US history – bigger than the baby boomers numbering 92 Million!
They are those born between 1980 & 2000. They are the biggest workforce prevalent for the coming decades.
Millennials will make up 50% of the global workforce by the year 2020. One of the largest generations in history is about to move into its prime spending years. Millennials are ready to shape the economy differently. They will reengineer the way business is being done today.
Born in a different world, and with a different digitally enabled outlook, millennials have grown up in a time of rapid change. They are sharply different from previous generations.
Are we ready for this generation that has been introduced to the digital world? They are the ones that are constantly dabbling on their devices, looking for deals, jobs and just about anything. This generation is actually a ‘virtually’ existent generation. To attract them, we need to plug in.
Recruitment needs to attract this generation like never before! All the job search and application process needs to be seamless and quick across devices. A quick online optimized application process will put your open job position front and center.
Things to keep in mind:
1. Optimized to all devices (Smartphones, Tablets and Computers)
2. Quick and easy access. The link needs to open as quickly as possible
3. Easy navigating across the website or application
4. Few Questions (less than 5)
5. Don’t ask for attachments or files
6. Don’t make the process more than 5 minutes
7. Connect with reciprocal sites for their information
Understanding Generation Y
Career Progression
Rapid career progression is actually the top priority for millennials. 52% say that this is what attracts them to an employer the most. This needs to be communicated in the job posting. The communication of expansion, passion and a progressive career, over that of a mundane job –attracts them.
Meaning and Purpose
We need to communicate the job as closely interwoven to a broader and meaningful purpose. Also more than financial rewards, are the opportunities that you can offer on the professional development front.
The Social Generation
This social generation likes to collaborate and is apt to join organizations that build a culture of teamwork and a sense of community. Millennials are particularly tuned into the world around them. The opportunity for overseas assignments can be a big factor in attraction and retention.
These 20- and 30-somethings shy away from the traditional corporate structure, seeking more inclusive organizations that open the door for them to make a difference, no matter what their tenure, role or title.
Rewards and Recognition
In their world….. the ‘here and now’, millennials don’t want to wait for a review to hear about their performance. They love support and feedback from their supervisors to be spontaneous. They are not supporters of the regular yearly assessment or review.
Deanna Hunt – Chief Marketing Officer HIREGRID
email: customersuccess@hiregrid.io
References:
http://pwc.to/1NM5vJs
http://bit.ly/1IgAvA4
http://pwc.to/1QTlKYr
Disclaimer: All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
Smartphone Optimization in the Job Application Process
Google says, more searches are now performed on smartphones than computers…
There was a time in the late ‘90’s where people and organizations started posting jobs online.
Smartphone recruiting was introduced around the mid 2000’s and as it continues to rapidly evolve, job seeker behaviors are changing quickly.
Today some studies suggest that 90% of job seekers now utilize smartphone devices when looking for a new opportunity.
To make use of the benefits of smartphone technology, we need to look at converting those seeking jobs to apply as quickly on the phone itself.
Here are some highlights for you:
Optimization on Smartphone Devices
Almost all companies have a drop-down on the website that caters to the career section, life at the company, impressions of employees or
testimonials and much more, to attract and convert the prospect. Today the hand-held device or the smartphone is paramount. Everyone has this ‘at hand’. All the searching is rather quickly done in this manner.
Let’s face it – attention spans have become shorter. Often times, people lose focus immediately on various instances. This especially applies to the smartphone, which has a smaller screen.
• Speed of the site to load pages
• Appearance of information or optimization to the screen
• Concise information on the job requirements
• An easy route to the application process
• Too many questions and attachments…. and that’s a problem!
In today’s world, you’re dealing with a person who has a smartphone. They may be multi tasking and need to get through the process as quickly as possible. They may be waiting somewhere, on the bus or the subway or say wherever. Needless to say, there is already a sense of urgency.
The Statistics
According to a Glassdoor survey, 90 % of job seekers say they will use their smartphone devices to search for jobs. And 44% of job seekers report that they will apply to jobs directly via a smartphone.
30% of all Google searches are job-related (about 300 million searches a month). Also Google says, more searches are now performed on smartphones than computers.
The Recruiter Confession
Only 18% of recruiting leaders say that they have optimized their job postings for smartphone devices. Think about it ….. this in itself speaks for the frustration levels of a person converting to an applicant on the cellphone, where some surveys show a ‘Cost per Click ‘ or CPC of $40 per applicant, as many just drop along the way. A shorter process will prevent frustrated talent from abandoning their online application.
The Immediate Change:
- Optimize for smartphones first. The rest can wait.
- Fast response times on- site loading the site and pages.
- Smartphone Sourcing – Keep attracting great talent even if they are not looking for a job right away. Passive candidates can harvest some of your top talent.
- Applicant Tracking Systems – Don’t treat the ones applying on a computer the same as those on a cellphone. Try applying to your own company’s website and see how you feel.
- Easy application process with integrations to allied sites that may have the applicants resume.
- Smartphone Interviews. This reduces the costs of travel and response times, knowing fully well that a person is most likely with their smartphones.
- Respond to queries immediately or acknowledge. Many applicants are left in the lurch without a response.
- With 75% of the workforce predicted to consist of Generation Y within ten years, the time to turn to smartphone Optimization is NOW!Send updates to candidates on career events and job openings with your company to all candidates in your pipeline.
Deanna Hunt – Chief Marketing Officer HIREGRID
email: customersuccess@hiregrid.io
References:
Disclaimer: All content provided on this blog is for informational purposes only. The owner of this blog makes no representations as to the accuracy or completeness of any information on this site or found by following any link on this site. The owner will not be liable for any errors or omissions in this information nor for the availability of this information. The owner will not be liable for any losses, injuries, or damages from the display or use of this information.
CoffeeCup Ventures 