5 Reasons Why Your Hiring Process Might Be Turning Away Candidates

5 Reasons Why Your Hiring Process Might Be Turning Away Candidates

According to a 2016 CareerBuilder Candidate Behavior Study, 76% of full-time, employed workers are either actively seeking a new job or they are open to new opportunities. Conversely, 48% of employers report that they cannot seem to find the workers they need to fill their job vacancies. Clearly, there is still a disconnect between intention and execution whether you are the job seeker or employer.

It’s so easy to get caught up in the grandeur of your latest recruitment marketing campaign or the bells and whistles of your shiny new ATS – that promises to solve everything from candidate experience to world peace.

Can you woo, woo, woo?

At the core of your best intentions, lies the hope that candidates will see the effort you are putting into your brand and messaging – therefore wooing the right people to apply and hopefully work for you.

What I see is more complexity and less focus on some basic things that generally illustrate that you, the company knows what it is doing. Everyone is busier than ever and most of us have little to no attention span.

The goal of candidate experience wasn’t to coin another buzzword for kicks, but to improve how we treat the hiring process and the candidates that have to pass through it.

Let us examine five things going on in your hiring process that are likely to be turning your candidates off:

1. Lackluster Career Website


I’ve seen some pretty lackluster career websites in my time that had decent traffic. Ultimately, if you are a company or brand that people know and love, they will apply with you. However, there are some candidates (really good candidates) that will not appreciate several different fonts on one page, lots of scrolling to get to important information and a failure to give them any visual cue as to why you should be their employer of choice. You should always be monitoring traffic, bounce rates and the overall look and feel of your career website to be sure it is coherent and attention grabbing.

2. Misguided Candidate Communications


Whether it is an automatic email via an applicant tracking system or your in-house prepared correspondence, there should be a personalized touch to your correspondence. Sending a follow-up email indicating a wrong referral source or a wrong name makes your company look disorganized. Doing spot checks via mock applications can expose glitches in pre-populated correspondence.

3. “The Wait for Me”Complex


As someone who worked a recruiter desk , I get how difficult it can be to follow-up across the board. As I described above, over ¾ of the workforce is entertaining new opportunities. Half of your battle in gaining their attention is merely following up in a timely fashion. The average job seeker isn’t sitting and waiting for any one opportunity to emerge. They are applying to multiple jobs ( sometimes haphazardly) in an effort to maximize their chances of being called. Where possible, qualified candidates should be contacted within 12-24 hours during normal business days and 48 hours for weekend applications. You might think that is stringent, but in some industries a great candidate can be lost to a competitor in that small amount of time.

4. “No Pain, No Gain” Hiring Process


Once upon a time, companies made the hiring process difficult to present a certain amount of challenge for the prospective hire. The mindset was: If he or she can get through the challenges created in our hiring process – they are good enough to work here. No one is interested in playing these games. The hiring process should not be painful. Candidates shouldn’t be left feeling like you are secretly setting them up for a challenge that they are ill-equipped to overcome. Being transparent, assessing candidates for qualities that will make them successful in your company and simplifying your process can go a long way in getting people interested in wanting to work for you.

5. Good old’ “Word of Mouth”


Some industries and niches are so small that everyone begins to become acquainted with one another. If a candidate has had a poor experience with your company, it is likely to be memorable. If it is likely to be memorable, it is also likely that it will be shared with at least one other person at some point.  It also means in some of the least likely places a conversation may or may not come up that allows them to draw on this said poor experience. It may seem like a long shot, but I promise you it has happened more times than I can count.

It isn’t about perfection, but about making sure you have a cohesive message that translates to  what the value proposition is for a candidate to come work with you. The cohesive message has to be backed by consistent actions that illustrate your dedication to ensuring a positive experience from start to finish.

When’s the last time you looked at your hiring process to be sure there are no substantial bottlenecks preventing candidates from getting through your process successfully?

Janine Truitt
WorkForce
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Janine’s career spans ten years in HR and Talent Acquisition. She is a dynamic speaker, entrepreneur and an important voice bringing business savvy to the discipline of HR. ... Click for full bio

Rosie the Robot, Amazon, and the Future of RAAI

Rosie the Robot, Amazon, and the Future of RAAI

Written by: Travis Briggs, CEO at ROBO Global US

It’s tough to find a kid out there who hasn’t dreamed about robots. Long before artificial intelligence existed in the real world, the idea of a non-human entity that could act and think like a human has been rooted in our imaginations. According to Greek legends, Cadmus turned dragon teeth into soldiers, Hephaestus fabricated tables that could “walk” on their own three legs, and Talos, perhaps the original “Tin Man,” defended Crete. Of course, in our own times, modern storytellers have added hundreds of new examples to the mix. Many of us grew up watching Rosie the Robot on The Jetsons. As we got older, the stories got more sophisticated. “Hal” in 2001: A Space Odyssey was soon followed by R2-D2 and C-3PO in the original Star Wars trilogy. RoboCop, Interstellar, and Ex Machina are just a few of the recent additions to the list.

Maybe it’s because these stories are such a part of our culture that few people realize just how far robotics has advanced today—and that artificial intelligence is anything but a futuristic fantasy. Ask anyone outside the industry how modern-day robots and artificial intelligence (AI) are used in the real world, and the answers are usually pretty generic. Surgical robots. Self-driving cars. Amazon’s Alexa. What remains a mystery to most is the immense and fast-growing role the combination of robotics automation and artificial intelligence, or RAAI (pronounced “ray”), plays in nearly every aspect of our everyday lives.

Today, shopping online is something most of us take for granted, and yet eCommerce is still in its relative infancy. Despite double-digit growth in the past four years, only 8% of total retail spending is currently done online. That number is growing every day. Business headlines in July announced that Amazon was on a hiring spree to add another 50K fulfillment employees to its already massive workforce. While that certainly reflects the shift from brick-and-mortar to web-based retail, it doesn’t even begin to tell the story of what this growth means for the technology and application firms that deliver the RAAI tools required to support the momentum of eCommerce. In 2017, only 5% of the warehouses that fuel eCommerce are even partially automated. This means that to keep up with demand, the application of RAAI will have to accelerate—and fast. In fact, RAAI is a key driver of success for top e-retailers like Amazon, Apple, and Wal-Mart as they strive to meet the explosion in online sales.

From an investor’s perspective, this fast-growing demand for robotics, automation and artificial intelligence is a promising opportunity—especially in logistics automation that includes the tools and technologies that drive efficiencies across complex retail supply chains. Considering the fact that four of the top ten supply chain automation players were acquired in the past three years, it’s clear that the industry is transforming rapidly. Amazon’s introduction of Prime delivery (which itself requires incredibly sophisticated logistics operations) was only made possible by its 2012 acquisition of Kiva Systems, the pioneer of autonomous mobile robots for warehouses and supply chains. Amazon recently upped the ante yet again with its recent acquisition of Whole Foods Market, which not only adds 450 warehouses to its immense logistics network, but is also expected to be a game-changer for the online grocery retail industry.

Clearly Amazon isn’t the only major driver of innovation in logistics automation. It’s just the largest, at least for the moment. It’s no wonder that many RAAI companies have outperformed the S&P500 in the past three years. And while some investors have worried that the RAAI movement is at risk of creating its own tech bubble, the growth of eCommerce is showing no signs of reaching a peak. In fact, if the online retail industry comes even close to achieving the growth predicted—of doubling to an amazing $4 trillion by 2020—it’s likely that logistics automation is still in the early stages of adoption. For best-of-breed players in every area of logistics automation, from equipment, software, and services to supply chain automation technology providers, the potential for growth is tremendous.

How can investors take advantage of the growth in robotics, automation, and artificial intelligence?


One simple way to track the performance of these markets is through the ROBO Global Robotics & Automation Index. The logistics subsector currently accounts for around 9% of the index and is the best performing subsector since its inception. The index includes leading players in every area of RAAI, including material handling systems, automated storage and retrieval systems, enterprise asset intelligence, and supply chain management software across a wide range of geographies and market capitalizations. Our index is research based and we apply quality filters to identify the best high growth companies that enable this infrastructure and technology that is driving the revolution in the retail and distribution world.

When I was a kid, I may have dreamed of having a Rosie the Robot of my own to help do my chores, but I certainly had no idea how her 21st century successors would revolutionize how we shop, where we shop, and even how we receive what we buy - often via delivery to our doorstep on the very same day. Of course, the use of RAAI is by no means limited to eCommerce. It’s driving transformative change in nearly every industry. But when it comes to enabling the logistics automation required to support a level of growth rarely seen in any industry, RAAI has a lot of legs to stand on—even if those “legs” are anything but human.

To learn more, download A Look Into Logistics Automation, our July 2017 whitepaper on the evolution and opportunity of logistics automation.


The ROBO Global® Robotics and Automation Index and the ROBO Global® Robotics and Automation UCITS Index (the “Indices”) are the property of ROBO who have contracted with Solactive AG to calculate and maintain the Indices. Past performance of an index is not a guarantee of future results. It is not intended that anything stated above should be construed as an offer or invitation to buy or sell any investment in any Investment Fund or other investment vehicle referred to in this website, or for potential investors to engage in any investment activity.
ROBO Global
Robotics and AI
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ROBO Global LLC is the creator of the ROBO Global® Robotics and Automation Index series, which provides comprehensive, transparent and diversified benchmarks representing the ... Click for full bio