As the digital landscape rapidly evolves, this study intends to help hiring managers and recruitment professionals understand modern behaviors, attitudes and approaches to job search and candidate recruitment.
The days of passive versus active job seekers are nearly obsolete. The digital landscape has made the job search process similar to the "always on" consumer buying behavior.
Full-time employed workers are open to or actively looking for new job opportunities.
Recruiters have an open position due to difficulties finding a candidate with the appropriate skills.
On average, job seekers use 16 different
sources when searching for a job.
THE EVOLVING LANDSCAPE
Candidates are using all available means to evaluate employers.
If you don't have a presence on these channels,
many candidates won't find you - and won't apply.
When candidates are able to find you, they use socialchannels to learn about your employment brand.
62 PERCENT CHECK YOU OUT ON SOCIAL
MEDIA TO MAKE SURE WHAT YOU'RE
'SELLING THEM' ONLINE IS TRUE.
AND THEY DON'T KEEP IT TO THEMSELVES...
50 PERCENT WILL TELL THEIR FRIENDS ABOUT A BAD EXPERIENCE
64 PERCENT WILL TELL THEIR FRIENDS ABOUT A GOOD EXPERIENCE
MAKE A GOODFIRST IMPRESSION
Having an open position is only the beginning. Candidates consider theentire recruitment experience when evaluating a potential employer.
2 in 5 candidates say their perception of a company is negatively impacted if a company career site is not mobile-optimized.
Only 15 percent say companies are responsive throughout the hiring process.
What do candidates think?
Hint: your brand matters
91 percent of candidates believe employment brand
plays a key role in their decision whether or not to apply.
Key components that make a company attractive:
company culture and reputation for treating employees well.
Candidates go through 4 key phases along the journey of finding a new job.
This phase consists of a candidate's self-evaluation and evaluation of the market. During this phase, candidates will update their resumes, search for jobs on major search engines (such as Google, Bing, Yahoo), network with colleagues, family and friends, and visit job boards to assess the market.
During this phase, the job search moves from solitary practice to an interactive social experience. Candidates tap into their social networks to get a more transparent look at the companies they are considering. At this point candidates will: Visit companies' career sites, network with colleagues, family and friends, check out companies' social media presence online.
In this phase, candidates are actively applying to jobs. During this phase, candidates will: Conduct in-depth research on your organization, form opinions based on the application experience, which will influence their decision to apply in the future and/or recommend this company to others.
In this last phase, candidates are interacting with employers, interviewing and considering job offers. This is where your earlier employment brand efforts pay off.
During the first stage of the job search, Gen Y is much more likely to check out opportunities on job boards than Gen X and Boomers.
Perhaps not surprisingly, Gen Y is also more likely to check out a company's social media presence than members of Gen X and Boomers.
70 percent of Boomers say they are willing to take a lower salary to work for a company with a great employment brand, while only 62 percent of Gen Y said the same.
CareerBuilder: No One Gets You Closer To Candidates
Jamie Womack, VP of Corporate Marketing and Branding: In today's competitive labor market, understanding the factors that affect and influence candidate behavior is key to attracting and engaging your most important asset — your people. No one brings you more insight into the minds of candidates than CareerBuilder. Take a look at the findings from the 2013 Candidate Behavior study — and get the insight you need to inform your recruiting efforts.