Mobile Access, Employer Brand And Responsiveness Important Factors For Recruitment Strategies

No big surprises in a new CareerBuilder survey on how employers can maximize the efficiency of their talent acquisition/recruitment strategies. But maybe we need to be reminded of the obvious.

A survey of 5,518 job seekers and 2,775 hiring managers clearly indicates that “if you’re not mobile, you’re not truly accessible.”  At least half of job seekers with mobile devices spend three hours or more looking for jobs through mobile devices every week (49 % on smart phones and 59% on tablets).

65%of workers who search for jobs via mobile devices will leave a web site if it is not mobile-optimized; 40% said they will have a more negative opinion of a company which does not have a mobile-optimized site.

Now to that question about the value of a well-received employer brand. When job seekers were asked if they would consider a salary that is 5% less than their lowest acceptable salary,  68% said they would accept a lower salary if the employer created a great impression through the hiring process.  At the same time, 29% of job seekers don’t think employers do a good job of reinforcing why their companies are a good place to work.  67% of Job seekers also said they would accept a lower salary if the company had exceptionally positive reviews online  and 65 % said they would accept a lower salary if the company had a lot of positive press recently.

Overall, 46% of workers said a company’s employment brand plays a very big role in their decision to apply for a job within the organization; another 45% say it plays somewhat of a role.

So a majority of job-seekers seem to put a high-value into a good employer brand, but only 38% of employers believe their company has a very clearly defined employment brand.  This is an opportunity more employers need to take seriously.

Unresponsiveness can also have an effect that goes beyond talent acquisition.  62% of job seekers don’t feel the companies they have applied to have been responsive.   56% of employers said they realize that they don’t respond to all candidates or acknowledge receipt of their applications; 33% said they don’t follow up with candidates they interviewed with to let them know they didn’t get the job.

An earlier CareerBuilder study indicates that job seekers who don’t hear back after applying to an employer are more likely to stop buying products or services from the company.  More data on this crucial factor is available athttp://nam.thecandidateexperienceawards.org/2013-cande-results/

Survey also indicated that 72% of workers said it’s important that a company offers flexible schedules when they are deciding whether to take a position and 44% said it’s important that the company provide telecommuting options.

For more data from the study, contact your Shaker Account Executive or visithttp://careerbuildercommunications.com/candidatebehavior/

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