The Modern Candidate
The traditional hiring experience wasn’t built for candidates who live in the digital age. Obsolete, paper-based hiring experiences are a serious disadvantage in the war for talent. Candidates have information at their fingertips, and they expect the same from their interviewing experience, causing a slew of hiring challenges.
In today’s candidate-driven job market, organizations can’t afford an outdated hiring experience that fails to meet the expectations of modern job seekers. Candidates of all ages value hiring that’s fast, convenient and mobile-friendly.
of the workforce is age 34 or younger.1
of companies admit to hiring candidates who didn’t meet job requirements solely because they needed an immediate fill.2
Recruiters spend too much time with administrative tasks – reviewing applications, scheduling candidate interviews, and more. Tasks that get in the way of more strategic work, like building relationships with quality talent. When recruiters are too busy to connect on a human level with candidates, it hurts the hiring experience. How do talent acquisition teams find the balance to tackle these hiring challenges?
When Humana found their recruiters spending too much time on initial candidate evaluation, they turned to Montage, and reduced that time by 60%.
Slow Hiring Process
Candidates, especially those with superior talent and experience, have more job opportunities than ever in today’s market. In the intense race for the best talent, organizations need to move faster, reach further, and impress top candidates with the maturity of their process. Every delay is an opportunity for quality talent to look elsewhere.
of rejected job offers are due to candidates receiving an earlier offer.3
Employer Brand Differentiation
Before they even decide to apply, candidates evaluate your organization using multiple channels. They want answers; how will your employer brand respond? Your brand can leave a positive or a negative impact on the candidate. Does your hiring experience match your brand? If candidates can’t understand what your organization stands for and what their experience as an employee could be like, they’ll move on.
One of the many strategic benefits of video interviewing: make a good first impression.
Complex Enterprise Hiring
Hiring is complex in large and global organizations. Hiring needs range from high-volume entry-level to skilled or niche roles to C-suite executives. Workforce strategies may employ both permanent and contingent workers. Complexity, combined with inconsistent hiring processes, highly collaborative cultures and the need to travel, can slow hiring and frustrate both candidates and hiring team members. To overcome these challenges, recruiting teams need a single solution to support hiring needs and budget enterprise-wide, one that keeps the candidate experience front of mind.
Average time to fill has reached
days and average cost-per-hire stubbornly remains at more than $4,100.5
say keeping candidates engaged is a top challenge.6
High Volume Hiring Challenges
The unique hiring challenges of high-volume hiring start with talent sourcing and last all the way through onboarding. The need to scale hires quickly can tax a recruiting team. To better manage high volume hires, TA teams need ways to quickly filter the talent pool and set up for smart hiring decisions, all while providing a consistent, better candidate experience.
Montage enabled 5 recruiters to hire 1,200 college graduates.
1ManpowerGroup Millenial Careers: 2020 Vision 2Indeed.com 2016 research 3MRINetwork 2016 Study 4TalentBoard 2016 candidate experience research 5SHRM 2016 Human Capital Benchmarking Report 62017 State of Talent Acquisition Technology