2014 Talent Acquisition Survey

Transcription

1 2014 Talent Acquisition Survey September Jibe. All Rights Reserved. 1

2 Job Seeker & Talent Acquisition Challenges Every day, millions of Americans are searching for work. And in today s techenabled world, it should be easier than ever for them to identify, apply for, and follow up on positions that interest them. Unfortunately, a new survey by Jibe finds that most job seekers* today are dissatisfied with the steps they need to take today to search and apply for jobs. And although many HR professionals* are aware that some issues exist, they re a much more optimistic group they simply don t realize the depth of the challenges that applicants face. A closer look reveals a major technology disconnect at the root of this gap. From outdated online and mobile application systems to an alarming lack of follow-ups and clarity about the process, the limitations of prospective employers throw a serious wrench in a journey that is often difficult to begin with. And both audiences are painfully aware that these inefficiencies not only get in the way of effective hiring, but can damage the company s brand and bottom line. *An online study of 1,205 passive and active job seekers ages 18+, and 306 HR decision-makers or frontline recruiting professionals 2014 Jibe. All Rights Reserved. 2

3 Job seekers are struggling, and their expectations don t match the reality of what prospective employers can offer Jibe. All Rights Reserved. 3

4 An Uphill Battle A majority of job seekers have negative feelings about the job search process. Up to this point, my job search has been Time-consuming Stressful 78% 80% Discouraging 71% Painful 60% Efficient 49% Promising 42% Exciting Satisfying Easy 35% 35% 38% 2014 Jibe. All Rights Reserved. 4

5 Unresponsive Employers Job seekers are frustrated by the inability of companies to respond in a timely fashion: Expectation Reality 60% 55% 20% 19% Companies reply in a timely manner Companies are respectful of my time 2014 Jibe. All Rights Reserved. 5

6 Candidates in the Dark Many job seekers are also frustrated by the lack of key follow-ups: Expectation Reality 51% 51% 62% 46% 41% 28% 16% 14% Companies will let me know why I didn't get a job Companies will keep me informed about the status of an application Companies will notify me when my application has been received all or most of the time Companies will tell me that I didn't get a job all or most of the time 2014 Jibe. All Rights Reserved. 6

7 The Human Touch And perhaps most importantly, millions of job hunters are often left feeling that companies simply don t care enough about them as people: Expectation Reality 51% 46% 40% 38% 24% 21% 15% 13% Make applicants feel valued Make applicants feel wanted Clearly communicate the application process Be transparent about the application process 2014 Jibe. All Rights Reserved. 7

8 Application Obstacles A clear majority (60%) of job seekers feel that the online job application process is more challenging than other common forms: Which applications are the most challenging to fill out?* Job 60% Mortgage Health insurance 46% 48% College 36% Student loan 32% Grad school 27% Government ID Credit card 20% 19% Online dating 13% *Respondents were asked to choose their top three answers Jibe. All Rights Reserved. 8

9 Avoidance at all Costs What would you rather do than fill out an online job application? Do all of my holiday shopping on Christmas Eve Go on a blind date Speak in front of 100 strangers Spend a day on line at the DMV Get a root canal 12% 19% 22% 30% 30% In fact, three in ten would rather do all of their holiday shopping on Christmas Eve (30%) or go on a blind date (30%) than fill out an online job application. Nineteen percent would even opt to spend a day waiting on line at the DMV instead! Go skydiving with no training 12% None of these 36% 2014 Jibe. All Rights Reserved. 9

10 Basic Demands Job seekers feel that the online application experience is too complicated and desire something better. It's extremely important that the online application process at most companies is 68% 60% 44% 40% Clear User-friendly Easy Fast 2014 Jibe. All Rights Reserved. 10

11 HR professionals know the application process is painful but don t understand the extent of this pain Jibe. All Rights Reserved. 11

12 Not Meeting Needs HR professionals agree that their current application processes are coming up short: Most feel that it s extremely important for candidates to feel their application process is clear (69%), user-friendly (64%), and easy (56%). Additionally, close to half acknowledge that most of the people who apply to jobs at their company expect transparency about the process (45%) and follow up often about the status of their applications (42%). Yet, many HR professionals admit that if they were applying for a job at their company today, it s not very likely that they could describe the experience as easy (57%), user-friendly (54%) or clear (52%) Jibe. All Rights Reserved. 12

13 Experience Matters 54% say that candidate experience is important 36% find it challenging to improve candidate experience HR professionals know that the application process is crucial to attracting top talent, but are still struggling to improve in that area. More than half (54%) agree that candidate experience is important to their hiring practices. Forty-five percent are committed to enhancing the experience. Almost four in ten (36%) report that improving the candidate experience is one of their greatest challenges Jibe. All Rights Reserved. 13

14 Tools of Engagement A majority of HR professionals feel that candidates are extremely ambivalent and disconnected throughout the application process. Most people who apply for jobs at my company 57% 56% 55% Don't stay engaged throughout the process Aren't satisfied with the application process Don't feel connected to my company Additionally, nearly two in five feel it s hard to keep candidates engaged throughout the application process (35%) and communicate effectively with them at each step (34%) Jibe. All Rights Reserved. 14

15 Sharing More Information 48% would change the application process based on candidate feedback 30% find it difficult to incorporate candidate feedback into system changes Perhaps a better feedback loop would be a step in the right direction: Many HR professionals would consider changing some aspects of their application process based on candidate feedback (48%) and feel they need more applicant feedback posthire (46%) as well as during the process (44%). However, three in ten (30%) admit that incorporating candidate feedback when they make tweaks to their systems is a challenge they currently face Jibe. All Rights Reserved. 15

16 HR professionals and job seekers alike are frustrated with the tools they have today Jibe. All Rights Reserved. 16

17 Deep Dissatisfaction A majority of HR professionals say that their current technology doesn t deliver what they need. 65% The recruiting tools I use today are not 59% 58% 53% Intuitive Easy to customize Money-saving Time-saving In fact, nearly three in ten (27%) HR professionals agree that the tools they have right now get in the way of their ability to do their jobs instead of actually making them better at what they do Jibe. All Rights Reserved. 17

18 Tracking Poorly Almost two in three (64%) express some dissatisfaction with or plans to replace their current applicant tracking system (ATS). Many dissatisfied customers cite issues with customization, integration, ease of use, and performance. Cumbersome, complicated, and slow. Often delays the hiring process by enough time that we have lost potential candidates. We get people, but not the best. Too manual. Difficult to customize, performance is slow, and metrics are impossible to obtain. It is old and not integrated with other tools Jibe. All Rights Reserved. 18

19 Investing the Hours Job seekers express skepticism about the technology available to streamline the application process, particularly as it relates to mobile capabilities: On average, this group believes that the longest that an online application should take is 30 minutes. More than two in five (41%) say that if they didn t know long the application would take to complete, they wouldn t even start it. And 46 percent admit they d be concerned about the amount of time an application would take them to complete if they were doing it on a smartphone. Online job applications shouldn t take longer than 30 minutes 41% wouldn t start an online application if they didn t know how long it would take 2014 Jibe. All Rights Reserved. 19

20 Mobile Expectations Job seekers are happy to let smartphones aid their search: Eighty percent of job seekers expect to be able to do part of their job search easily on a smartphone. More than half (54%) report that they have used a mobile device in numerous ways to aid in their job search everything from bookmarking posts to revisit later to conducting the entire search using a smartphone or tablet. 54% have done at least one of these during their job search: Saved postings on a smartphone Used a mix of devices to apply Used a smartphone for the entire process Used a tablet for the entire process 2014 Jibe. All Rights Reserved. 20

21 Mobile All the Way 70% would use a smartphone to apply for a job. Some of the most common reasons are: Convenient: 62% Fast: 49% Easier than using a computer: 23% A majority (70%) of job seekers would be willing to not just search, but to apply for a job from a smartphone. Of these, a clear majority (82%) represent the current and future workforce (18-34-yearolds) vs. those who are 35 and older (56%) Jibe. All Rights Reserved. 21

22 Roadblocks to Adoption While job seekers are open to the idea of applying for positions on a mobile platform, 88 percent admit they have concerns about this process: Making mistakes or errors Uploading my resume Formatting my resume The time it will take Reviewing my application before I submit it Security of personal information Room for the information I want/need to share Employer might think I'm not professional 55% 51% 51% 46% 41% 39% 38% 37% Contacting tech support 26% Other 3% 2014 Jibe. All Rights Reserved. 22

23 Crucial Offering Job seekers and HR professionals agree that mobile optimization is a priority. Seventy-six percent of HR professionals say it s important that candidates feel the application process is mobile optimized. Job seekers agree: more than half (55%) feel it s important that the online application process is optimized for mobile. 76% of HR professionals stress the importance of an application process that s mobile optimized 55% of job seekers feel it s key for the online application process to be mobile optimized 2014 Jibe. All Rights Reserved. 23

24 Coming Up Short Companies are struggling to meet the mobile expectations of today s job seeker. Nearly a third (27%) of HR professionals at companies with 500+ employees haven t optimized anything job search-related for mobile devices. Thirty-six percent also admit that if they were in a candidate s shoes, they wouldn t be able to describe the application process at their company as mobile-optimized. 27% of those at companies with 500 people or more report that nothing is mobile optimized Jibe. All Rights Reserved. 24

25 Stopping Mobile Adoption What would prevent or has prevented your company from mobile hiring optimization? IT implementation issues 43% Available budget for my department Competing budget priorities Internal resistance 33% 32% 35% Not having enough data to make/inform a decision Company's financial performance 25% 24% Other 4% Despite IT implementation issues topping the list of mobile optimization obstacles, this goal is actually deemed important by more of those in the IT department than in HR (83% vs. 71%) Jibe. All Rights Reserved. 25

26 Data Headaches Almost two in three (62%) HR professionals don t feel they can easily extract data or metrics from their current recruiting tools to make key decisions. Nearly a third (32%) are forced to request a manual export from someone else in order to get the data they need. Only 25 percent are able to consume the data they need through a user-friendly dashboardlike application. 62% can t easily extract data or metrics from their recruiting tools 32% usually have to request a manual data export from another person 2014 Jibe. All Rights Reserved. 26

27 Uneasy Analytics Talent acquisition professionals report that they spend an average of 32 hours per month manually sorting through or manipulating data, an increase from the 24 hours a month reported in 2013.* It takes 32 hours a month to manually sort data Despite this time investment, 67 percent do not trust most of the data generated by their recruiting systems. Three in four (75%) say it s not easy for them to share or explain the data they have to those outside of HR. 67% don t trust most of the data they receive 2014 Jibe. All Rights Reserved. 27

28 Flying Blind Talent acquisition professionals are unable to track key metrics used to guide hiring decisions. Right now, I m unable to track... Cost per hire 58% Candidate conversion data 56% Quality of hire 54% Time to fill 49% Applicant source 42% 2014 Jibe. All Rights Reserved. 28

29 A Thirst for Data This may be why almost half (46%) of HR professionals express interest in recruiting tools that would better integrate all of the data they have; the same amount (44%) would like tools to make their current numbers easier to understand. I am interested in recruiting tools that would better integrate all of the data that I have 46% I am interested in tools that make the data available easier to understand 44% 2014 Jibe. All Rights Reserved. 29

30 An inferior candidate experience can deter quality hires and impact a company s bottom line Jibe. All Rights Reserved. 30

31 Behind the Curve Nearly half (44%) of job seekers agree that if they were applying for a job online using a tool that felt archaic, they d either give up the application completely or put it off until later. If an online job application was outdated or not advanced enough, I would Put off applying or not apply at all 44% Apply anyway 56% 2014 Jibe. All Rights Reserved. 31

32 Top Talent Walks Away Not only do job hunters dread the online application process, many aren t very committed to it: Job seekers would be most apt to give up on an online application if they encountered tech hurdles (60%), couldn t upload their resumes (55%), or weren t able to follow up on their application s status (44%). In fact, six in ten (60%) have either started an online application without finishing it or lost all of their work after completing one. 60% of job seekers have either quit an online application before completing it, or thought they were finished and lost all their work 2014 Jibe. All Rights Reserved. 32

33 Negative Impacts One in three (33%) HR professionals believe that if candidates weren t able to apply for jobs on their smartphones, they ll be less interested in working for that company. Two in ten (20%) job seekers go so far as to say that they wouldn t fill out an online job application if they couldn t do it on a mobile device. Many HR professionals also imagine that mobile hiring limitations will lead to negative company feedback shared by applicants among their friends and family (21%) and publicly on social media (21%). A quarter (25%) of HR professionals think that not being able to apply for jobs using a smartphone might even prevent candidates from buying products or services from that organization Jibe. All Rights Reserved. 33

34 Adverse Effects Additionally, 37 percent of HR professionals are concerned about their company s application process deterring quality hires and with good reason: Over a third (34%) of job seekers confirm that if they had issues filling out an online application, for example, they d never apply for a job there again, tell others to similarly avoid the company, or even steer clear of supporting the company with their time or money. Forty-one percent of year-olds would consider one of these damaging courses of action, vs. 26 percent of their 35+ elders. If an online application gave them trouble, 34% would: Never apply to the company again Tell others not to apply to the company Not support the company with their time or money 2014 Jibe. All Rights Reserved. 34

35 Methodological Notes The Jibe Recruitment Survey was conducted between August 13 th and August 22 nd, 2014 among two audiences using an invitation and an online survey: 1,025 active and passive job seekers ages 18 and over; and 306 HR professionals from companies with 100+ employees and $50M or more in revenue and who are either on the front lines of recruitment or are decision-makers who have budget authority in talent acquisition. Results of any sample are subject to sampling variation. The magnitude of the variation is measurable and is affected by the number of interviews and the level of the percentages expressing the results. For the job seeker study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 3.1 percentage points from the result that would be obtained if interviews had been conducted with all personas in the universe represented by the sample. The margin of error for any subgroups will be slightly higher. For the HR audience study, the chances are 95 in 100 that a survey result does not vary, plus or minus, by more than 5.6 percentage points from the result that would be obtained if interviews had been conducted with all personas in the universe represented by the sample. The margin of error for any subgroups will be slightly higher. *The 2013 Jibe Recruiter Survey was conducted between July 31st and August 14th, 2013 among 101 staffing and recruiting professionals, using an invitation and an online survey. The margin of error was +/- 9.8 percentage points at the 95 percent confidence level Jibe. All Rights Reserved. 35

36 Thank You 9/5/ Jibe. All Rights Reserved. 36