Category: Job application process
In certain ways, the dating world can be similar to recruiting and interviewing. You meet someone, you either hit off and decide to see each other again, or it’s just not meant to be. Of course, there is always the potentially to be stood up on a date or an interview. The question then becomes, what do you do when that happens? Strategic Director Katie Calhoun writes about potential tips to help reduce candidate cancellations and no shows, as featured in Undercover Recruiter.
Undercover Recruiter: As the war for talent has once again heated up, candidates are no longer willing to wait long for interviews. Many are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview. Some simply do not show up and do not call. Frustrating, right? Not to mention costly, as some hiring managers travel to conduct selection interviews. But, before you pull your hair out, take a moment to consider the candidate’s point of view.... read more
In any industry, the differences between today and five years ago are like night and day. When you consider how that works with something like behavioral interviewing, which utilizes past performance to predict future behavior, it can become pretty daunting and overwhelming. So how do you get with the times on something that changes based on timing? Strategic Director Steve Squier writes about the challenges and solutions to behavioral interviewing, as featured in ERE.net.
ERE.net: You would be hard pressed to find a candidate today who isn’t familiar with and prepared for a behavioral interview. A behavioral interview is based on the premise that past performance predicts future behavior. It’s designed to elicit information about how candidates handled a past challenge and the behaviors and decision-making process that went into it. A classic example of a behavioral question is: “Tell me about a time when you had to deal with a difficult customer.” If you’ve been hired in the last 20 years, you’ve probably been asked that.... read more
We’re in the business of people. However, sometimes our processes get so automated that we forget that how people experience the recruitment process makes a huge impact on the employer’s reputation. In a 2013 candidate survey, Seven Step RPO found that 25 percent of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75 percent of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42 percent of people who had a bad candidate experience said they would never reapply for a job at that company, 22 percent said they would tell others not to apply there, and nine percent said they would tell others not to buy products or services from that company.
This proves that candidate experience does matter. From the first time a candidate reads the job description, throughout the application process, and until the possible hire, communication with the candidate should be consistent and engaging.... read more
Since the economy bottomed out in 2008, the “resume black hole” has gained folklore status, cropping up in the national employment conversation like clockwork every few months. And while employers would prefer to believe it’s a myth, a recent survey of over 2,500 job seekers conducted by our team at Seven Step RPO proved otherwise.
The “resume black hole” is real – and employers’ broken job application processes are to blame. ... read more
To apply or not to apply? That is the question facing many candidates when coming across a job application for a position with your company. Seven Step internal data shows that up to 40% of applicants that start the apply process don’t finish the apply process. It’s an interesting phenomenon, but why does this drop-off occur? In order to explain why this might happen we broke the candidate’s decision process down into the following formula:
Application Completion Threshold = Application Cost - Perceived Value of Application
The Application Completion Threshold is the point at which a candidate does not complete their application. Essentially what this formula states is that if the cost of an application is greater than the value a candidate perceives the application to hold, then they will not complete the apply process. So first, how does the candidate value their time? Next, what value does a candidate assign to the particular application?
To further understand the formula we can look at the variables that impact both the application cost and the perceived application value. Here’s a breakdown of the variables:... read more