2014 Talent Acquisition Survey - Jibe

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Sep 5, 2014 - Companies will let me know why I didn't get a job. Companies will keep me informed about the status of an
2014 Talent Acquisition Survey September 2014

© 2014 Jibe. All Rights Reserved.

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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 From outdated online and mobile application systems to an alarming lack of follow-ups and clarity about the process, the limitations of prospective employers throw a serious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.

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Job seekers are struggling, and their expectations don’t match the reality of what prospective employers can offer.

© 2014 Jibe. All Rights Reserved.

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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

80%

Stressful

78%

Discouraging

71%

Painful

60%

Efficient

49%

Promising

Exciting

42% 38%

Satisfying

35%

Easy

35%

© 2014 Jibe. All Rights Reserved.

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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.

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Candidates in the Dark Many job seekers are also frustrated by the lack of key follow-ups: Expectation

62%

Reality 51%

51% 46% 41%

28%

16%

14%

Companies will let me know Companies will keep me Companies will notify me Companies will tell me that I why I didn't get a job informed about the status of when my application has didn't get a job all or most of an application been received all or most of the time the time © 2014 Jibe. All Rights Reserved.

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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%

Make applicants feel valued

13%

Make applicants feel wanted

Clearly communicate the application process

© 2014 Jibe. All Rights Reserved.

Be transparent about the application process 7

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

48%

Health insurance

46%

College

36%

Student loan

32%

Grad school

27%

Government ID

20%

Credit card Online dating

19% 13% *Respondents were asked to choose their top three answers. © 2014 Jibe. All Rights Reserved.

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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

30%

Go on a blind date

30%

Speak in front of 100 strangers

22%

Spend a day on line at the DMV

19%

Get a root canal

12%

Go skydiving with no training

12%

None of these

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!

36%

© 2014 Jibe. All Rights Reserved.

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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%

Clear

User-friendly

Easy

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40%

Fast

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HR professionals know the application process is painful – but don’t understand the extent of this pain.

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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%).

© 2014 Jibe. All Rights Reserved.

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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.

© 2014 Jibe. All Rights Reserved.

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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%

Don't stay engaged throughout the process

56%

55%

Aren't satisfied with the application Don't feel connected to my company process

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%). © 2014 Jibe. All Rights Reserved.

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Sharing More Information Perhaps a better feedback loop would be a step in the right direction:

48% would change the application process based on candidate feedback

• 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%).

30% find it difficult to incorporate candidate feedback into system changes

• However, three in ten (30%) admit that incorporating candidate feedback when they make tweaks to their systems is a challenge they currently face.

© 2014 Jibe. All Rights Reserved.

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HR professionals and job seekers alike are frustrated with the tools they have today.

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Deep Dissatisfaction A majority of HR professionals say that their current technology doesn’t deliver what they need.

The recruiting tools I use today are not… 65% 59%

Intuitive

Easy to customize

58%

Money-saving

53%

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. © 2014 Jibe. All Rights Reserved.

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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.” © 2014 Jibe. All Rights Reserved.

“Difficult to customize, performance is slow, and metrics are impossible to obtain.”

“It is old and not integrated with other tools.” 18

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. © 2014 Jibe. All Rights Reserved.

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 19

Mobile Expectations Job seekers are happy to let smartphones aid their search:

54% have done at least one of these during their job 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.



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.

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Mobile All the Way 70% would use a smartphone to apply for a job. Some of the most common reasons are:

• A majority (70%) of job seekers would be willing to not just search, but to apply for a job from a smartphone.

Convenient:

62%

Fast:

49%

Easier than using a computer:

23%

© 2014 Jibe. All Rights Reserved.

• Of these, a clear majority (82%) represent the current and future workforce (18-34-yearolds) vs. those who are 35 and older (56%).

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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

55%

Uploading my resume

51%

Formatting my resume

51%

The time it will take

46%

Reviewing my application before I submit it

41%

Security of personal information

39%

Room for the information I want/need to share

38%

Employer might think I'm not professional

37%

Contacting tech support

Other

26% 3%

© 2014 Jibe. All Rights Reserved.

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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%

55%

of HR professionals stress the importance of an application process that’s mobile optimized

of job seekers feel it’s key for the online application process to be mobile optimized

© 2014 Jibe. All Rights Reserved.

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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. © 2014 Jibe. All Rights Reserved.

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Stopping Mobile Adoption What would prevent or has prevented your company from mobile hiring optimization? IT implementation issues

43%

Available budget for my department

35%

Competing budget priorities

33%

Internal resistance

32%

Not having enough data to make/inform a decision

25%

Company's financial performance Other

24% 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%). © 2014 Jibe. All Rights Reserved.

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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.

62% can’t easily extract data or metrics from their recruiting tools

• 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.

32% usually have to request a manual data export from another person

© 2014 Jibe. All Rights Reserved.

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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.

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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.

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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.

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An inferior candidate experience can deter quality hires – and impact a company’s bottom line.

© 2014 Jibe. All Rights Reserved.

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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.

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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.

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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.

© 2014 Jibe. All Rights Reserved.

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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 18-34-year-olds would consider one of these damaging courses of action, vs. 26 percent of their 35+ elders. © 2014 Jibe. All Rights Reserved.

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 34

Methodological Notes The Jibe Recruitment Survey was conducted between August 13th and August 22nd, 2014 among two audiences using an e-mail 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 email invitation and an online survey. The margin of error was +/- 9.8 percentage points at the 95 percent confidence level. © 2014 Jibe. All Rights Reserved.

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Thank You

www.jibe.com

9/5/2014

© 2014 Jibe. All Rights Reserved.

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