Tag: communication

64% of candidates say that poor communication post-interview makes them less likely to accept a job offer

Data from research published by Breathe, HR software provider for SMEs has revealed interesting shifts in mindset amongst different workforce generations. Company culture is a top priority when job hunting, particularly amongst the younger generation of 18 – 34-year-olds, who are more likely to consider this than those aged 55 and over. It also uncovered people are focused on protecting themselves against burnout, with an overwhelming 81% stating they would not apply for a role that had unrealistic expectations. The younger generation of workers value strong communication, with 78% saying they would be put off a job listing that didn’t include salary expectations. Interestingly, 74% of over 55-year-olds cited no salary listing as an issue.

Key findings included:
Company culture a top priority

  • Workers aged 18 – 34 are more likely to consider company culture – 86%
    – Compared to those working aged 55 and over – only 66%
  • Interestingly, 18 – 34-year-old workers are more likely to ask about company culture in an interview than workers over 55
    – 81% vs 57%
  • 70% of UK workers say evidence of a good company culture is important when thinking about looking for another role
    – 83% say flexible working – a response to working habits formed during the pandemic
    – Interestingly, nearly a quarter of workers (24%) said that career development opportunities are not as important to them
  • Over three quarters of UK workers (76%) say they consider company culture to some degree when choosing where to work
    – 13% say it is the top factor for them
    – 41% say it is a key factor they consider

Lack of communication is a big turn off

  • A lack of communication post-interview was the top factor from an interview that would make workers less likely to accept any job offer from a company (64%). This was followed by:
    – Overly selling the company in the interview (57%)
    – Not meeting the people you would work with (51%)
  • 78% of 18 – 34-year-olds would be put off by a job listing that didn’t include a salary
    – Compared to 74% of over 55-year-olds

Protecting against burnout

  • An overwhelming 81% say they would not want to apply for a role if it had a job description with unrealistic expectation
    – This is followed by having no salary listed (77%) and non-specific descriptions of the role (75%)
  • 53% say they would be less likely/never would apply for a role that didn’t mention company culture

Rachel King, UK General Manager at Breathe, commented: “It’s no secret that company culture hasn’t always been a top priority when looking for a new job. Yet, following the pandemic and with hybrid and flexible working now the norm, more and more interviewees are placing emphasis on the type of workplace culture they want to be a part of.

“Our research found that the next generation of employees is entering the workforce with different expectations. Following a gruelling past few years they want to manage burnout with realistic job expectations and work for businesses that have a positive company culture – two areas which have not traditionally been priorities for previous generations.

“It’s more important than ever for SMEs to stay competitive in a candidate-led job market. They need to ensure they are supporting the needs of new people entering the business and fostering a strong company culture to attract and retain the best talent possible.”

Lizzie Benton, Company Culture Coach and Founder at Liberty Mind also made comment: “It’s becoming clear that getting paid every month is no longer the only draw to working. People want more from work than just a fair wage. Now more than ever people are seeking opportunities that provide a work-life balance and an enjoyable working environment.

“That’s why it’s up to businesses to build a culture that truly puts people-first in order to create the best workplaces possible. There are many simple, actionable steps that can be taken by SMEs to ensure they foster the right culture from the get-go. It’s never too late to start.”

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Skills shortage remains a concern in the market

According to background screening and identity services firm, Sterling, candidate communication needs to move up the priority list as the war for talent rages on.

With the latest labour market data from the Office for National Statistics (ONS),revealing a continued increase in vacancy numbers across the UK and concerns around talent shortages rife, the expert Sterling called on employers and HR teams to prioritise high quality and regular candidate communication.

In a recent Sterling Live discussion, experts discussed how the war for talent can often be won through simply communicating to candidates consistently, from the first engagement right through their first days on the job.

Tom Stokes, Director at Sterling EMEA, explained: “The skills shortage has been a concern for some time now and while there is certainly a need to broaden talent pools, far too often, potential new recruits are exiting hiring processes, due to the process itself. When we consider how tough it is to recruit at the moment, once an offer has been accepted it’s understandable that some hiring teams or managers may breathe a sigh of relief. However, candidates are increasingly disappearing in that crucial timeframe between the offer and the first day, and this is quite often due to a lack of communication.

“Employers need to remember that for an individual, a career move is a life changing event and after the excitement of getting the job offer, they can face a lengthy notice period where they are juggling their current role alongside the administration that comes with a new job, including employment screening checks.

“Communication is key during this time. Candidates need to know what to expect after the job offer is made, otherwise, they can feel lost or alienated, which leaves them open to being lured away by other businesses. Starting a new job and going through an employment screening process can be daunting for anyone. Celebrate your new hire and maintain the excitement of the job offer. The more they are communicated with and the more engaged they feel, the lower the chances of them being enticed elsewhere.”

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Effective communication with candidates can improve the hiring process

Skills and worker shortages are issues businesses continue to face but establishing effective communication during the recruitment process is a sure-fire way to increase recruiting efficiency.

In the US and many other parts of the world, employers are struggling to fill vacant positions. According to statistics from the National Association of Business (NABE), nearly half of American companies are short on workers.

Experts believe that communication apps can improve the hiring experience for recruiters and applicants. Unfortunately, many companies do not use communication apps in recruiting workers.

Globally, recruiting the right workers is now a herculean task for many employers. While some companies complain of receiving few applications, others say those who apply lack the requisite skills for the job.

The Importance of Effective Communication During the Hiring Process

Industry research has revealed that candidates preferred it when recruiters employ better communication during the application process. The most common communication channels for recruiters include phone calls, emails and text chats.

TALiNT International has put together a list of reasons highlighting why communication is important during the hiring process. Make your candidate feel like they belong, and chances are they won’t renege on offers or ghost you.

Benefits of effective communication during the hiring process include:

  • Saves time for the hiring teams and the candidates
  • Brings transparency into the hiring process
  • Gives positive experience to all the candidates
  • Prevents unnecessary communication between recruiters and candidates
  • Keep recruiters informed about job openings

Following on from benefits of solid communication. TALiNT International has compiled a list of the top communication apps that will help TA teams overcome communication issues that are inherent in recruiting process.

LinkedIn Recruiter

The LinkedIn Recruiter app enables companies to find the right candidates in record time. The app has communication features that let you contact candidates and schedule interviews through LinkedIn’s Inmail.

WhatsApp Business

The WhatsApp Business app provides a secure messaging channel for businesses to recruit candidates.

TextRecruit

TextRecruit is a text messaging-based app available on iOS, Android, Desktop, and web apps. TextRecruit has changed the way people communicate about job opportunities. The app allows recruiters to attract candidates, engage with existing talent and report on all recruiters to candidate text conversations.

TextUs

TextUs is another text messaging service provider that businesses can use to engage in real-time conversation with candidates.

JobAdder

The JobAdder app has agency panel management platforms that facilitate communication between recruiters and applicants. It also has a candidate matching tools that streamline the recruitment process and track the activities of the applicants.

Workable

The workable app, which operates on iOS and Android, helps companies of all sizes to hire at scale. The app enables hiring teams to collaborate in gathering feedback, assessing applicants and deciding on the best candidates. Workable has features that let you engage in bulk communication with candidates. Hiring teams can also create a structured interview process and schedule repetitive recruiting tasks and communication with candidates. This ensures that candidates have the same recruitment experience and go through the same evaluation for consistency.

 

Photo courtesy of Canva.com

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Emails are most monitored form of communication
A recent study by Instant Offices revealed that there are a number of different employee monitoring trends happening in the new hybrid workplace.

According to the study, new hybrid working models have led to an increased need for employee surveillance software, with demand for the software skyrocketing in 2020 by almost 60%.

Similarly, according to Google Trends, worldwide searches for ‘employee monitoring software’ increased by 35% in 2020 compared with the year before. Key findings from the survey revealed that 78% of companies have reported using employee monitoring software to track worker performance and online activity; 73% say they have stored the recording of calls, emails and messages and these have affected team members’ performance reviews. Frightening findings have revealed that over 50% of employers have implemented non-traditional monitoring techniques and 94% of employers track emails.

The business areas using surveillance tools include financial, legal, retail, technology, healthcare, manufacturing, energy and government sectors.

Common surveillance methods and practices include:

Keylogger software on company equipment (alerts supervisors when workers use devices for personal activities); webcams to track biometric data; screen monitoring and screenshots to gauge productivity and stress levels and employer-provided smartphones equipped with geolocation software to track employees’ whereabouts.

The only way to successfully implement these tools is through complete transparency. More than half of workers feel anxious about their companies surveillant communications. Still, when the employer explains the reasons for the monitoring, over 50% of employees say they are more at ease with it.

 Mark Turner, Chief Technology Officer at the Instant Group commented: “The rise in remote working and an influx of new technology means monitoring has ramped up. When used strategically, this tracking benefits all– businesses can identify resourcing issues, streamline processes and identify gaps, while employees can use the data to prioritize, manage workloads and track productivity. The key to using monitoring tools successfully is transparency and communication. If you can show your teams that using a piece of tracking technology not only benefits the business, but them too, then you’re on the right track.

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