The flip side of recruitment: what HR technologies have changed for candidates

    We are well aware that HR technologies are designed for business and companies. Companies that deliberately enter the struggle for talent, in which almost all means are good. And we have already discussed how technology affects the work of recruiters, HRs, but have you ever tried to look at it differently? What changes HR-tech for candidates, their perception of the process of job search, hiring and communication with a potential employer.



    Manufacturability - a litmus test for candidates


    Information is the only really comprehensive answer to the question of how the job search process for candidates has changed. Yes, and just an understanding of the labor market.

    Modern candidates have their own relationships with technology - if they see something from the 90s, they don't take it seriously. Ugly, unstable, uncomfortable - this is enough to close the page and never return to it. They live on Instagram, chat on Snapchat, and have been listening to music on their iPod since school. And they perfectly understand what work in the company can be - there are fashion blogs for this with descriptions of incredible goodies. And at the same time, we have such sad statistics about HR specialists:



    That is why candidates see from afar those employers who crookedly collect data from which the site was last updated in 2002, the response is possible only from a PC, not from a mobile device, and there is no page on FB and VK. The opportunity to get information about your company gave candidates a huge advantage - now they can compare. We also know that candidates look at about 6 pages mentioning your company before applying for a job. And you can easily create and manage all these 6 pages yourself: your general site, career page, then your profiles on social networks and, at worst, on your work site.

    There are almost no passive candidates


    There are several categories of candidates: passive, passively active, active, hyperactive.

    // Hyperactive post posts on FB with a list of skills, experience, education, sometimes accompanied by funny jokes and their own photos.
    // Active simply post resumes on work sites and try to search for vacancies on open spaces of social networks themselves.
    // Passive-active seem to be subscribed to all sorts of groups with vacancies, but do not advertise their desire to change jobs.
    // Passive remain passive and continue to work hard.


    According to Linkedin Hiring Statistics 2017,

    this means that the market is very, very active.

    Social networks allowed us to always be in touch and up to date with events, events, news of acquaintances and not very familiar people, and, of course, open vacancies. Messengers were added here, in which you can subscribe to the channel with vacancies and quietly view new offers.

    But law enforcement predictive analytics appeared in companies (even large work sites announced the launch): employers may know which employees are going to change jobs and who are dissatisfied with their position in a competing company. Transparency is paying off - being a completely passive candidate is difficult (almost unrealistic).

    Looking for work on social media




    And even at the beginning of that year, this figure was significantly less - about 60%.

    Of course, working sites remain relevant, but rather at the level of “I’ll post it, but what if”. The irrelevance of proposals from such sources often surprises and disappoints candidates. We already wrote about why the work sites are going through a period of transformation - social media will take on the role of job boards, and companies will learn how to broadcast the brand through their pages.

    * lyrical digression about potok: with us you can make your career website, make response forms branded and adapted for mobile devices, post vacancies on social networks, and quickly respond to candidates directly from the system - we know how to make sure that your technology candidates are not in doubt and make your work tools comfortable *

    Candidates count on friends


    According to the RANEPA study , since 2013 there have been 20% more candidates looking for work through friends.

    Companies are increasingly starting to introduce recommendatory recruitment - and this is reasonable, because they spend half the time looking for one candidate and half as much money. Social media also helps connect friends to job searches - people actively help their friends. Now, when each circle of acquaintances, available in just a couple of clicks, is 250 friends, of course, we ask them for advice and sometimes even help. And to throw a resume or just share a link to a vacancy is a matter of a couple of seconds. The network of candidates affects their success in finding a job, but also the network of your employees affects the speed and cost of closing vacancies. Here is the secret linkwhere the recommendation recruitment system is hidden.



    Love brands and look for them.


    We constantly communicate with a huge number of candidates and we know that many of them want to work in specific companies. This means that candidates quite clearly imagine a potential employer and understand which company they would like to work in.

    The main advantage for candidates who are looking for work, are career opportunities. And the main channel for obtaining information in this case is the career site of the company. (Linkedin Hiring Statistics 2017)


    LinkedIn Global Talent Trends

    Response as a game and communication with the bot


    Literally over the past 5-8 years, the approach to the response has seriously changed - employers have come up with more interesting test tasks, share business cases with candidates that they can solve, arrange open door days in offices and meetings. The alignment of forces has changed - candidates are waiting for involvement. They need a challenge, some kind of task, something catchy attention. The same type of job descriptions with stupid rubrication is becoming less. What are only startups like Pymetrics and Pomello , where you are offered to play games and then find a job according to your skills, qualities and ability to be a leader. You yourself see this, because you are constantly creating profiles in Google Forms (more accurately with this, 152 FZ!), Where additionally ask to answer all sorts of interesting questions.

    HR technologies just allow candidates to be involved as much as possible. Be it a convenient form where they can leave data from a smartphone, an application with gamification elements, or a bot that answers questions and calls for an interview.

    There is no doubt that the candidates have become much more interesting (and, it seems to us, more difficult) to play this job search game in general.



    Chat with GIFs and stickers in messengers and social networks


    Communication, no matter how strange it may sound, has become more personalized - usually recruiters come to a valuable candidate with a concrete proposal. This simplifies the process.

    Well, in general, the format of communication is changing.
    Generation Z's email correspondence is not going too smoothly. Many people hate to write letters, put “Respectfully” at the end. It takes time. Accustomed to communicate with memes, emoji and “lol”, “cake”, young candidates also often neglect punctuation. It is difficult to blame them for this, because communication now really really often occurs at the level of gifs. So now the channels of communication with the audience are social networks, instant messengers.

    This is good for you, because the letter can simply be ignored, but not responding to a personal message, where the activity of a person in the last few hours is already somehow inconvenient. And the speed of answers is also growing - you have the opportunity to solve so many questions much faster. But the candidates didn’t hide - their professional life and personal life are so connected now that any resume is equated to a page on a social network.

    Need to receive feedback


    Technologies allow recruiters and HRs to give feedback. No pigeons, just one sent message: “Your CV has been received, we will consider and respond within a week”.



    And only 41% really remain with some feedback, while others simply fight with silence, which is sadly reported to us by the Linkedin Hiring Statistics 2017 report.

    Quick and painless job interview


    Video interviews are used by many companies. Candidates are ready for such a turn of events - this allows them to save time that they spend on the way to the office, waiting. At any really convenient time for them, they can take and go through an interview. Although, of course, this is not easy - it’s impossible to get an instant feedback.

    Some recruiters and HRs conduct interviews on Skype, which also allows both parties not to spend a lot of time on each interview.

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