Let’s face it. Data makes the world go ‘round.
In the talent acquisition space, a data-informed recruiter is an empowered recruiter. That’s what we always say, anyway.
Okay, so it doesn’t exactly roll off the tongue. But we know that talent acquisition professionals who consider research and statistics when making decisions about their goals and strategies are more likely to achieve the best results. Hence our undying love for data.
Glassdoor is undoubtedly the leading source for job seekers to read employee reviews, as well as get salary insights and see job postings. Naturally, every time Glassdoor releases new statistics on HR and recruiting, talent acquisition leaders across the country jump for joy, and so do we. Because of its unique insights into the experiences and feelings of employees, Glassdoor’s research proves exceptionally valuable for honing strategies that attract and identify the types of candidates who will become tomorrow’s star employees. The latest offering is a statistical reference guide highlighting 50 HR and Recruiting Stats for 2019, based on data from 2018. We reviewed the findings and created this summary to help talent acquisition professionals turn these insights into action.
Job seekers want to learn more about potential employers
Once upon a time, most job postings didn’t even reveal the company’s name, so job seekers often didn’t know who their potential employer was. Seems crazy, right? Today’s talent would never accept that. According to Glassdoor’s stats, job seekers have taken a 180-degree turn and now demand even more information about hiring companies. And they look for that information in a variety of places: a majority (53%) want to learn about employers in the same place they look for job listings (a job search website). Word of mouth (43%), professional networking sites (35%), and social media (32%) are also important channels where job seekers are looking for information about employers, as they consider where to apply.
What’s the takeaway? No longer is it effective to rely solely on the content on your career site. Candidates are using other trusted sources, and they expect employers to share information on a variety of channels. Wherever you expect to connect with job seekers online, you have to offer more than just job postings. And in the process, make sure you’re using each touch point to convey your employer brand archetype and connect with candidates according to their preferences and needs.
Job seekers are also evaluating long-term potential based on what happens during the recruiting process. Almost half (44%) say transparency around pay/benefits are a major factor here. Recruiters need to keep this in mind as they shape the conversations they have with candidates and, in turn, the candidate experience.
Candidates want more communication during the recruiting process
Job seekers are very direct about their desire for more communication with recruiters, and they told Glassdoor exactly what they want. Their top priorities are clear and regular communication (58%), clear expectations (53%), and feedback regarding rejection (51%). With each of these stats representing a majority of candidates, recruiters must design their conversations to deliver the information job seekers want when they want it. (You can learn more about having more effective conversations with candidates here.)
Conversely, job seekers are harsh critics when the recruiting experience doesn’t meet their expectations. Glassdoor reports on their biggest frustrations: lack of information about pay and benefits (50%) and interview schedule changes (50%). While some of these frustrations can be alleviated by a proactive response to candidate conversations, as we mentioned above, there are a few other factors to consider. Glassdoor found that candidates’ frustrations may vary based on their gender identity. “Female job seekers/workers are 23% more likely than male job seekers/workers to be frustrated about lack of compensation information (57% vs. 44%), and 29% more likely to be frustrated about lack of information about job responsibilities (55% vs. 39%),” according to Glassdoor. While it’s important to treat all candidates equally and share the same information with each of them, recruiters can still personalize conversations to ensure that each candidate gets the information they need in order to stay engaged in the recruiting process.
When thinking about how to communicate effectively with your candidates, putting candidates’ needs at a high priority is key. For best results, talent acquisition leaders should develop a conversational recruiting strategy that outlines your approach on each communication channel and weaves them together into a cohesive game plan that helps you connect with top talent.
Company culture is a big issue for employees and job seekers
Here’s a stat from Glassdoor that had our jaws gaping for a minute. Did you know that 40% of employees feel socially excluded or ignored at work? And that’s across generations and genders, making it clear that this particular issue is less about diversity or inclusion and more about a broader shortcoming of company culture. While there are numerous ways to improve your culture (and employers should be working on this constantly), recruiters can do their part by looking for candidates who are a good fit for the company culture.
Another upsetting finding serves as a good reminder for recruiters to work hard to avoid implicit bias throughout the recruiting process. Over a third (37%) of employees Glassdoor surveyed who left jobs in tech said they left those jobs because of mistreatment or unfairness. Recruiters can set the tone by treating candidates equally, sharing information transparently, and delivering the authenticity candidates demand.
Using data to inform your strategies
These statistics from Glassdoor offer insights into the minds and hearts of job seekers that help talent acquisition leaders design strategies to attract and engage with top talent. Each year, we’re learning more about what job seekers want from the recruiting process, from where they look for jobs and information about potential employers to the content of their conversations with recruiters. More and more, we’re seeing stats that illustrate that job seekers are considering the long-term benefits of accepting a position, sometimes placing as much importance on them as initial attractors like compensation. Armed with these insights, talent acquisition leaders are in a great position to create a conversational recruiting strategy that targets their ideal candidates for every job opening.
And if you’re looking to get started on your conversational recruiting strategy, make sure you check out this article and follow these 8 steps to create a conversational recruiting strategy to attract top talent and deliver the candidate experience they really want, when and where they want it.
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