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

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

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