SmartRecruiters, a two-year old recruitment platform for social enterprises, published the findings of a survey of 1,100 online adults on today’s hiring process.
b) Not terribly surprising if you’re paying attention
c) The stuff of nightmares
d) All of the above
If you chose “d” you are correct. Here’s the data:
- Finding the right candidate takes too long: 55% of respondents involved in hiring at their company reported that filling a vacant position typically takes longer than 60 days, and 43% reported that open positions aren’t filled within their required timeframe
- Employers settle for good enough: almost half of respondents involved in hiring report settling for a candidate that was just “good enough” because finding the right candidate took too long
- Most people are unhappy with hiring: more than 60% of respondents, job-seekers and employers said that their experience with the hiring process has been less than positive
- Inefficient hiring impacts more than HR: 70% of people surveyed indicated that their company includes at least three employees in each hiring decision
- Candidates give up before applying: almost half – 46% — of respondents have chosen not to apply for a job they are interested in due to an application process that was “too lengthy or complicated”
- Candidates expect a more mobile, more social experience: nearly half – 47% — of people surveyed said they would be more likely to apply for a job if they could apply with their online social profile (such as LinkedIn or Facebook) rather than with a resume and cover letter, and 57% would be interested in applying from their mobile device if that option existed
This is one of those areas of talent management — like performance management — where everyone, all the stakeholders, knows that the current systems don’t work. And they don’t work with a vengeance. But getting it to the top of the “to do” list for action never seems to happen.
With more than 15 million Americans looking for work (and another several million who have given up), taking more than 60 days to fill positions seems ludicrous.
With more than 15 million Americans looking for work (and another several million who have given up), employers settling for good enough because their systems are cumbersome and selection is hard and there are lots of candidates shortchanges the business and ensures a workforce that won’t deliver on the organization’s goals and strategies.
With more than 15 million Americans looking for work (and another several million who have given up), having more than 60% of the processes’ participants report a less than positive experience means we’re demotivating all the stakeholders to do this well.
With more than 15 million Americans looking for work (and another several million who have given up), involving 3 or more people in the hiring process might not be such a bad idea. But when it takes months to arrange interviews instead of hours we’re missing the most valuable talent. Guaranteed.
With more than 15 million Americans looking for work (and another several million who have given up), using processes that dis-incent participation – even when there’s a job at the other end – shows that we don’t value the candidate pool or the candidate experience. No matter how much we bemoan the lack of talent that meets our needs (see my posts here and here), using systems that intimidate, confuse and scare applicants is simply crazy.
With more than 15 million Americans looking for work (and another several million who have given up), using pre-existing data like profiles on LinkedIn and Facebook can only improve the efficiency of the process.
And it’s not that recruiters aren’t working hard. And it’s not that job seekers aren’t doing their best to connect and market their abilities. It’s that we haven’t prioritized this as a “must fix.” Leveraging technology to match supply and demand is a no-brainer. And emerging businesses like SmartRecuiters, HireVue, RiseSmart, Pinstripe, Acertiv, Achievers – and all the other innovative tech-based solutions out there – have elegant, easy-to-use, cost effective applications that can start to solve these issues. And start to solve them NOW!
So yeah: hiring is broken. And yeah, fixing it could be really easy.
The real question is: why haven’t we moved hiring to the top of the to-do list? Hiring will continue to be the stuff of nightmares until we decide to fix it. It might be that simple.