A favourable reputation is worth more than money
With a new mindset and considerable effort, you succeeded in achieving a unique positioning for your employer brand. You focus on your authenticity day in day out, your socials are up to date, your content inspires … in other words you are responding to the attraction experience with optimum effect.
But what now? What is this selection experience really about? What is the ideal selection process according to our surveyed respondents? … Let’s focus on the final steps of the candidate journey.
Our respondents came up with some surprising answers. Are you ready?
The ideal job application process
Do you send a receipt following a job application? It is advisable to do so, as no less than 83% of respondents expect confirmation following the successful completion of their application. No doubt there will be an inspirational reply phrase in place when applications are made via your website. 86% then expect feedback on their job application within a week with notification of whether or not they have been retained.
How does the active population prefer to apply? Via the employer’s own website or career site. As many as 54% indicate to prefer this. However, it does not appear to be the only popular way. Which other channels? 54% prefer to send a cv and cover letter via the own e-mail address. Applying via job boards follows at 31% but scores notably better among GenZ members … who are also increasingly using LinkedIn.
One significant conclusion we can draw from this: job boards are more likely to be used to find job vacancies, rather than to actually apply.
And here’s the good news … literally. How do you notify a candidate that he or she is invited for an interview? In other words, which communication method do our respondents prefer when they are retained?
- 40% > via a personal e-mail from the recruiter containing several dates to schedule an exploratory interview
- 35% > via a telephone interview with the recruiter who will provide clarification and immediately arrange an introductory meeting
- 14% > via a standard e-mail telling them that they will soon be contacted to make further arrangements
One striking aspect is that GenZ is more likely to settle for a standard e-mail, but tends to prefer a personalised e-mail.
Job interview
The next crucial step is the job interview. For the first time, an actual appointment is being arranged … an exciting moment. We zoom in on 3 insights our respondents cited.
- Nearly 2 in 3 prefer a physical interview at the potential employer’s offices. Young people are more likely to indicate that an online interview is also ok.
- The potential manager is the person of choice to talk to during a job interview. Much less present in the responses but still worth mentioning are the recruiter, a colleague with a similar position or a colleague team member.
- Competency tests are not a barrier when it comes to job applications. Indeed, we found no differences with respect to the types of competency tests. Neither personality nor theoretical or practical tests present a barrier in terms of job applications.
What happens after the job application?
How do people prefer to be notified about a potential new direction in their professional career? During this final stage of the candidate journey or hiring experience, the answers are a little more obvious …
- Hoera, je wordt aangeworven! Direct communiceren is de boodschap. De helft van alle ondervraagden wil graag telefonisch op de hoogte gebracht worden bij aanwerving.
- Spijtig, je wordt niet aangeworven. Een persoonlijke mail van de recruiter geniet de voorkeur. Graag met duiding over het waarom van de beslissing.
- Hooray, you’re being recruited! Direct communication is key. Half of all respondents would like to be notified by telephone of the fact that they are/are not being recruited.
- Sorry, you won’t be recruited. A personal e-mail from the recruiter is favoured, preferably with clarification as to the reason for the decision.
Interestingly, GenZ is more likely to indicate that they are satisfied with a standard e-mail without further explanation. Although most of them prefer some form of clarification.
Nice to know is the fact that GenZ loves to be notified in a creative manner. They love a surprise! Also striking is the fact that none of the generations want to be notified of a potential start via a video call.
The candidate journey ends with the signing of a contract. 69% prefer to physically sign the contract. Noteworthy here is that: the younger the target audience, the more receptive they are to signing the contract online.
- GenZ > 23%
- Millennials > 15%
- GenX > 11%
- Baby boomers > 5%
