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2014 Talent Acquisition
Survey
September 2014
© 2014 Jibe. All Rights Reserved. 1
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Job Seeker & Talent Acquisition Challenges
© 2014 Jibe. All Rights Reserved. 2
Every day, millions of Americans are searching for work. And in today’s tech-
enabled 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outdated online and mobile application systems to an alarming lack of follow-ups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
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© 2014 Jibe. All Rights Reserved. 3
Job seekers are struggling,
and their expectations don’tmatch the reality of whatprospective employers canoffer.
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An Uphill Battle
© 2014 Jibe. All Rights Reserved. 4
A majority of job seekers have negative feelings about the job search process.
35%
35%
38%
42%
49%
60%
71%
78%
80%
Easy
Satisfying
Exciting
Promising
Efficient
Painful
Discouraging
Stressful
Time-consuming
Up to this point, my job search has been…
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Unresponsive Employers
© 2014 Jibe. All Rights Reserved. 5
Job seekers are frustrated by the inability of companies to respond in a timely
fashion:
60%55%
20% 19%
Companies reply in a timely manner Companies are respectful of my time
Expectation Reality
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Candidates in the Dark
© 2014 Jibe. All Rights Reserved. 6
Many job seekers are also frustrated by the lack of key follow-ups:
51% 51%
62%
41%
16%14%
46%
28%
Companies will let me knowwhy I didn't get a job
Companies will keep meinformed about the status of
an application
Companies will notify mewhen my application has
been received all or most of
the time
Companies will tell me that Ididn't get a job all or most of
the time
Expectation
Reality
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The Human Touch
© 2014 Jibe. All Rights Reserved. 7
And perhaps most importantly, millions of job hunters are often left feeling that
companies simply don’t care enough about them as people:
40%38%
51%
46%
15%13%
24%21%
Make applicants feel valued Make applicants feelwanted
Clearly communicate theapplication process
Be transparent about theapplication process
Expectation Reality
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Application Obstacles
© 2014 Jibe. All Rights Reserved. 8
A clear majority (60%) of job seekers feel that the online job application
process is more challenging than other common forms:
13%
19%
20%
27%
32%
36%
46%
48%
60%
Online dating
Credit card
Government ID
Grad school
Student loan
College
Health insurance
Mortgage
Job
Which applications are the most challenging to fill out?*
*Respondents were asked to choose their top three answers.
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Avoidance at all Costs
© 2014 Jibe. All Rights Reserved. 9
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%
12%
12%
19%
22%
30%
30%
None of these
Go skydiving with no training
Get a root canal
Spend a day on line at the DMV
Speak in front of 100 strangers
Go on a blind date
Do all of my holiday shopping onChristmas Eve
What would you rather do than fill outan online job application?
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Basic Demands
© 2014 Jibe. All Rights Reserved. 10
Job seekers feel that the online application experience is too complicated and
desire something better.
68%
60%
44%40%
Clear User-friendly Easy Fast
It's extremely important that the online applicationprocess at most companies is…
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© 2014 Jibe. All Rights Reserved. 11
HR professionals know theapplication process ispainful – but don’tunderstand the extent ofthis pain.
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Not Meeting Needs
© 2014 Jibe. All Rights Reserved. 12
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 theexperience as easy (57%), user-friendly (54%) or clear (52%).
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Experience Matters
© 2014 Jibe. All Rights Reserved. 13
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 candidateexperience 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.
54%say that candidate
experience is
important
36%find it challengingto improve candidate
experience
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Tools of Engagement
© 2014 Jibe. All Rights Reserved. 14
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%).
57% 56% 55%
Don't stay engaged throughout theprocess Aren't satisfied with the applicationprocess Don't feel connected to my company
Most people who apply for jobs at my company…
A majority of HR professionals feel that candidates are extremely ambivalent anddisconnected throughout the application process.
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Sharing More Information
© 2014 Jibe. All Rights Reserved. 15
Perhaps a better feedback loop would be
a step in the right direction:
• Many HR professionals would
consider changing some aspects of
their application process based oncandidate feedback (48%) and feel they
need more applicant feedback post-
hire (46%) as well as during the
process (44%).
• However, three in ten (30%) admit thatincorporating candidate feedback
when they make tweaks to their
systems is a challenge they currently
face.
48%would change the
application process
based on candidatefeedback
30%
find it difficult toincorporate candidatefeedback into system
changes
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© 2014 Jibe. All Rights Reserved. 16
HR professionals and job seekers alike arefrustrated with the toolsthey have today.
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Deep Dissatisfaction
© 2014 Jibe. All Rights Reserved. 17
A majority of HR professionals say that their current technology doesn’t deliver
what they need.
65%
59% 58%53%
Intuitive Easy to customize Money-saving Time-saving
The recruiting tools I use today are not…
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.
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Tracking Poorly
© 2014 Jibe. All Rights Reserved. 18
• 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.
“We get people,
but not the
best.”
“Cumbersome,
complicated, andslow.”
“Often delays the
hiring process byenough time that wehave lost potential
candidates.”
“Difficult to customize,
performance is slow,and metrics are
impossible to obtain.”
“Too manual.”
“It is old and not
integrated with othertools.”
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Investing the Hours
© 2014 Jibe. All Rights Reserved. 19
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 thelongest 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.
Online job applicationsshouldn’t take longer
than 30 minutes
41% wouldn’t start an
online application ifthey didn’t know how
long it would take
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Mobile Expectations
© 2014 Jibe. All Rights Reserved. 20
Job seekers are happy to let
smartphones aid their search:
• Eighty percent of job
seekers expect to be able to
do part of their job searcheasily 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.
54% have doneat least one
of these duringtheir job search:
• 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
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Mobile All the Way
© 2014 Jibe. All Rights Reserved. 21
• A majority (70%) of job
seekers would be willing
to not just search, but to
apply for a job from a
smartphone.
• Of these, a clear majority
(82%) represent the
current and future
workforce (18-34-year-olds) vs. those who are 35
and older (56%).
70% would use asmartphone toapply for a job.
Some of the
most commonreasons are:
Convenient: 62%
Fast: 49%
Easier than using a computer: 23%
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Roadblocks to Adoption
© 2014 Jibe. All Rights Reserved. 22
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:
3%
26%
37%
38%
39%
41%
46%
51%
51%
55%
Other
Contacting tech support
Employer might think I'm not professional
Room for the information I want/need to share
Security of personal information
Reviewing my application before I submit it
The time it will take
Formatting my resume
Uploading my resume
Making mistakes or errors
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Crucial Offering
© 2014 Jibe. All Rights Reserved. 23
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 onlineapplication process is optimized for mobile.
76%
of HR professionals stressthe importance of anapplication process that’s
mobile optimized
55%
of job seekers feel it’skey for the onlineapplication process to be
mobile optimized
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Coming Up Short
© 2014 Jibe. All Rights Reserved. 24
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, theywouldn’t be able to describe the application process at their company as
mobile-optimized.
27%of those at companies with 500people or more report that nothing
is mobile optimized.
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Stopping Mobile Adoption
© 2014 Jibe. All Rights Reserved. 25
4%
24%
25%
32%
33%
35%
43%
Other
Company's financial performance
Not having enough data to make/inform a decision
Internal resistance
Competing budget priorities
Available budget for my department
IT implementation issues
What would prevent or has prevented your company frommobile hiring optimization?
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%).
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Data Headaches
© 2014 Jibe. All Rights Reserved. 26
• 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.
• 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 dashboard-
like application.
62%can’t easily extract data
or metrics from their
recruiting tools
32%usually have to requesta manual data exportfrom another person
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Uneasy Analytics
© 2014 Jibe. All Rights Reserved. 27
• 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.*
• 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.
It takes 32 hours a month tomanually sort data
67% don’t trust most ofthe data they receive
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Flying Blind
© 2014 Jibe. All Rights Reserved. 28
Talent acquisition professionals are unable to track key metrics used to guide
hiring decisions.
42%
49%
54%
56%
58%
Applicant source
Time to fill
Quality of hire
Candidate conversion data
Cost per hire
Right now, I’m unable to track...
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A Thirst for Data
© 2014 Jibe. All Rights Reserved. 29
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.
44%
46%
I am interested in tools that make the dataavailable easier to understand
I am interested in recruiting tools thatwould better integrate all of the data that I
have
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© 2014 Jibe. All Rights Reserved. 30
An inferior candidate
experience can deter qualityhires – and impact acompany’s bottom line.
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Behind the Curve
© 2014 Jibe. All Rights Reserved. 31
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.
Apply anyway56%
Put offapplying or
not apply at all44%
If an online job application was outdated or notadvanced enough, I would…
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Top Talent Walks Away
© 2014 Jibe. All Rights Reserved. 32
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 applicationbefore completing it, or thought they were finished andlost all their work
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Negative Impacts
© 2014 Jibe. All Rights Reserved. 33
• 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 jobsusing a smartphone might even prevent candidates from buying products or
services from that organization.
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Adverse Effects
© 2014 Jibe. All Rights Reserved. 34
• 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 confirmthat 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.
If an onlineapplicationgave 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
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Methodological Notes
© 2014 Jibe. All Rights Reserved. 35
The Jibe Recruitment Survey was conducted between August 13th and August 22nd, 2014 among twoaudiences using an e-mail invitation and an online survey: 1,025 active and passive job seekers ages 18 andover; and 306 HR professionals from companies with 100+ employees and $50M or more in revenue and whoare either on the front lines of recruitment or are decision-makers who have budget authority in talentacquisition.
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 morethan 3.1 percentage points from the result that would be obtained if interviews had been conducted with allpersonas in the universe represented by the sample. The margin of error for any subgroups will be slightlyhigher.
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 withall personas in the universe represented by the sample. The margin of error for any subgroups will be slightlyhigher.
*The 2013 Jibe Recruiter Survey was conducted between July 31st and August 14th, 2013 among 101 staffingand recruiting professionals, using an email invitation and an online survey. The margin of error was +/- 9.8percentage points at the 95 percent confidence level.
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Thank You
www.jibe.com
9/5/2014 © 2014 Jibe All Rights Reserved 36