Monthly Archives: May 2016

Passive Candidates – The Holy Grail?

Passive vs. ActiveWe’ve all seen some hilarious job board applications with completely irrelevant experience to what we’re looking for. Funnily enough, a few months spent working in your dad’s mechanics probably won’t see you getting interviewed for a senior technical role with an $115K base salary. There are of course some great candidates on job boards but a lot of the time it’s easy to see that some people use job boards to ‘spam out’ their information to any job that’s on screen.

Would it be that surprising then that the most sought after candidates are passive? They have evidence of their competency, with proven experience. They are not just applying on job boards in their free time.

But if they are The Holy Grail, how you get hold of them? The passive candidate takes a bit of convincing… they don’t NEED to move. So how do you go about attracting them?

  • Proactively seeking passive candidates – Having a presence at trade fairs, being active on social media, interacting with your market.
  • The better the candidate is the pickier they can be with their next job – the proposition needs to be more than just a pay raise; it needs to offer something different.
  • Presentation is everything – A well-presented and modern company brand also helps make your proposition appealing to passive candidates.
  • An exciting and modern company culture, or a lucrative benefits package would help set an employer apart from the rest.
  • Little things that set you apart – employee perks & performance-based incentives are a good image-booster, or a solid company car scheme.

The recruiters that act smart, represent employer brands excellently, and manage key relationships thoroughly will always win the attention of the passive candidate.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…

The Top 3 Reasons Your Application Process Is Hurting Your Company

Application ProcessAs an industry, HR is experiencing a paradigm shift. Instead of focusing mostly on payroll, the department now weighs in on a range of strategic priorities.

To make time, HR professionals are trading their antiquated legacy software for new, shiny platforms that automate monotonous administrative work.

But this hasn’t always translated to the application process, because while new tech may help with administration, it doesn’t help attract premier talent — at least not on its own.

A twenty-page form that includes a personality test and background check may sync up with some sleek HR software, but the experience of filling it out is still terrible for the applicant.

Similarly, a poorly written (or even just boring) job advertisement may convince interested candidates to do a complete 180 and look elsewhere.

Each step in the application process must revolve around the candidate rather than the employer. Each task is an experience candidates have with your organization, and each step influences their opinion of your organization.

If your application process is tortuous, then you won’t attract high caliber employees, and you won’t be able to focus on other strategic initiatives. As marketing focuses on being customer-centric, so must human resources shift to a candidate-focused mindset.

If you want to make a great candidate impression, here’s a list of antiquated processes that must be weeded out of the application experience.

1. Unresponsive Hiring Managers

When a candidate applies for a job, it’s common courtesy to send them a thank you email and let them know what to expect — even if that expectation is simply you reviewing their CV. Further, even if a candidate doesn’t make it to the next leg of the hiring journey, you must still inform them.

As evidence, consider that 79% of job applicants ranked not receiving any follow-up information after applying as the biggest frustration when considering new jobs. 73% said the time it took for HR to respond was unacceptable.

Not responding to a candidate’s application isn’t only unprofessional, it’s damaging to your company’s reputation. Sites like Glassdoor are littered with poor reviews based mostly on the application process. It’ll be much harder to convince that hotshot developer to come on board when there are accusations of an apathetic HR department littering the Internet.

2. A Confusing, Outdated Application

There’s a disconnect between how candidates want to apply for jobs and how HR managers think potential employees should be vetted.

Some 50% of employers felt that a rigorous application experience weeds out low-quality applications. News flash: 60% of candidates will abandon the process if they feel applying for a job takes too long.

Implementing a “rigorous” application process to filter candidates is absurd. The high-quality candidates you’re looking for already have jobs, and they won’t be impressed by a company that purposely makes it difficult to apply for open positions.

A quick fix for this scenario is to implement one-click applies buttons on your careers website. These simple mechanisms allow candidates to upload their resume or apply with another profile, like one on LinkedIn.

Another best practice is to make sure your careers website is optimized for mobile interactions. A company’s career website is still the preferred destination to apply for open jobs, and when you factor in that 60% of all Internet traffic takes place on mobile, the importance of mobile optimization becomes crystal clear.

3. Not Using Data to Make Things Better

Nearly every aspect of business is a numbers game now, so it’s critical to start gathering and analyzing data around your application process.

Any applicant tracking system worth the cloud space it’s hosted on should offer you analytics for application times and conversion rates, so you’ll easily be able to see which sources provide the best candidates, the most completed applications, and eventually, the most hires.

This data should supply you with insight on everything from how the job opening should be written, to how long the application should be, to even the design of the careers website.

Using intuition alone can lead to flawed assumptions like making the application more difficult to fill out so you only get the highest quality candidates — it’s just not going to work very well.

If you’re wondering how HR is supposed to comply with these demands from applicants, then you probably need to upgrade your software. If you conduct a thorough recruitment software comparison, you’ll find that the best systems offer email templates which can be sent automatically after each candidate applies, analytics for tracking mobile engagement as well as desktop conversion rates on application submissions, and the ability to install one-click apply buttons.

Like many of the other changes in the HR universe, the application process is in dire need of a revamp. With the right strategy and the right software, you should be able to craft an experience that’s both engaging and efficient for all candidates.

Zero Fee Recruiter is a new and better way to find great talent.

We are the world’s largest passive candidate marketplace. We provide you with only qualified and verified professionals that we have vetted for each position you are looking to fill.

ZFR focuses on passive candidates that we source through our proprietary system, “Reach Out”, and this enables our team to reach candidates that are not actively looking.

We guarantee results! It’s that easy…