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Tag: recruitment process (page 1 of 5)

Stop Ghosting Your Candidates and Other Recruitment Pet Peeves

It’s no surprise that having a positive candidate experience is beneficial to your employer brand. So why are so many candidates having negative experiences during the application, interview and hiring process? In our 2019 TalentEgg Survey, we asked students, grads and early career professionals what their biggest pet-peeves about the recruitment process are. Their answers may not surprise you – you may have been in a similar situation yourself! We’ll be sharing how to avoid these recruitment mishaps and ensure your organization is always seen and spoken about in a positive light when it comes to recruiting.

Overwhelmingly the number one complaint from job seekers came down to communication (or lack thereof!). Many felt that there was either too long of a gap between the application process and hearing back about a decision, or many times not receiving a response at all. After all, no one likes to be “ghosted”! Ensure you have an automated message (at the very least) to give candidates a sense of where they are in the recruitment process.

Social media makes it easy to share information, especially negative experiences. When a candidate feels they’ve been treated poorly during this stressful and nerve wracking time, they remember the companies that went above and beyond to make their experience positive, even if they didn’t end up getting the job.

Another pet-peeve among young job seekers was the lack of human touch during the application process. Even though AI can be an efficient part of your recruitment strategy, be mindful about how you’re integrating it into your process. Is it at the expense of a positive experience or potentially letting a superstar get buried underneath the digital mountain of documents or algorithm data?

Although 50% of early career professionals and 46% of post-secondary students were neutral about Artificial Intelligence being used in the recruitment process, an overwhelming majority complained about feeling like their applications went into a black hole and were frustrated by the challenge of showing the real person behind the CV and getting a chance to tell their story to recruiters.

Introducing our new Talent Candidate Video Showcase! Launching this fall, TalentEgg is the first online career website in Canada that allows young candidates across Canada the capacity to upload their personalized 2 minute video “elevator pitch” and CV to a searchable database for recruiters. These candidate profiles will be available to employers to find the best talent for their organization through easy-to-use keyword search function. By pre-screening and interviewing through our TalentEgg Candidate Video Showcase, you will be able to add a human touch to your recruitment process, while benefiting from optional AI technology and the efficiencies of a digital platform. You will be able to see the real person behind the CV and get the essence of the candidates’ value proposition in their own words in a video introduction that adds transparency and authenticity to the application process and greater insights into the job seeker.

Message top candidates or invite them to submit video answers to additional screening questions, take part in a two-way interview or a panel interview of up to 10 participants. Use our platform throughout your annual campaign for all of your hiring, or sign on for discrete, a la carte services just when you need them.

Other pet peeves that were mentioned were:

  • Manually filling out applications’ fields when candidates have already attached their resume and cover letter with the same information
  • Bias in the application and interview process
  • Unrealistic expectations of years of experience for the posted job

“I appreciate companies that take the initiative to eliminate pain points in their applications after receiving feedback and recognizing redundancy in the application process. It’s crucial that organizations make the recruitment process easy for top talent so as not as risk abandonment because the application is too long and too much effort.”
Aakanksha Sharma, University of Waterloo, 2019

Keep these pet peeves in mind when you and your team are going through your recruitment process. Maybe it’s time for an internal audit and new strategy to keep your organization top of mind with job seekers! Contact us to find out how we can help you hire the best young talent!

New Features of TalentEgg Profile: Candidate Video Showcase

New Features of TalentEgg Profile: Candidate Video Showcase

New Features of TalentEgg Profile: Candidate Video Showcase

Are You Recruiting Proactively vs Reactively?

Are you recruiting efforts proactive or reactive? As I asked that question to many recruiter friends, most would say that they are definitely proactive. After all, they spend countless hours at events to get candidates to apply. Then they comb through resumes to filter for the candidates that best fit their needs. For some conversations, I can see the point when they realize that they are only screening the resumes they receive. They “react” to whatever resumes are submitted to the posting. Then they ask themselves whether or not the right candidates are applying. They see how they can become more “proactive”.

Another way to put this would be to imagine that your job is to find the best apple in the orchard. You want a sweet, tasty, juicy apple. However, you can only make guesses based on what you see on the outside. You want an apple that is big, but not too big. Red, but not too red.
You have two choices:
Going into the vast orchard and finding potentially perfect candidate apples.
The other is to go into a basket of apples that were randomly put there by other people.
Which option would you choose?

When I was the lead of the undergrad campus recruiting program for one of the big four consulting companies, we were often at the mercy of the quality of the candidates that applied. We hoped that our info sessions and branding got some good candidates to submit their applications. However, it wasn’t until we decided to go more proactive with our efforts that we saw more fruits of our labour…

Reactive recruiters often choose the basket option. Posting a job on their corporate website and job boards. Then hoping the right candidates will apply. To “be proactive” and increase their chances of having better “apples” in their basket, they run info sessions, go to career fairs and networking events to encourage the right candidates to head into the basket. While these activities may seem proactive as they are out in the market, they are really at the mercy of whoever decides to show up. They pick the best apple in the basket. Which might not be the best apples in the orchard.

For me, the challenge of reactive recruiting was magnified when recruiting for a not-for-profit. The not-for-profit has a much less known brand and fewer resources to react to the candidates, let alone be proactive. We weren’t able to attract as many of the right apples into the basket as we wanted.

Proactive recruiters will often choose the option to go into the orchard. They look at their contact list and past connections to see who might be qualified. They leverage platforms like LinkedIn to actively search for qualified candidates. They leverage their networks to crowdsource candidates. they’ve already built, to cast the net wide in search of the perfect candidates. They go into the orchard and fill their baskets.

Keep in mind that the orchard is huge. It would take much too long to search each tree in each part of the orchard on your own. Or it would be too costly to hire other “apple searchers” to search around the orchard where you haven’t looked before.

However, keep in mind that past searches can be an investment. You might find that certain parts of the orchard have better trees. Those trees tend to yield better types of apples. Also keep in mind that you could also create some magical magnetic properties of your basket to allow apples to be attracted to your basket. You’ll just need to take care that the apples you’re attracting are the right ones.

To be proactive, we still did info sessions, BUT we also started implementing referral programs to crowdsource the apple search. As the saying goes “birds of a feather, flock together”. So if we hired them, they’ll likely have friends and acquaintances with similarly attractive characteristics. We looked to have our coops become our brand ambassadors to help spread the word on their great experiences. Great experiences seem to attract “tastier apples” (yes, the analogy gets a bit weird here, but you know what I mean).

We looked to reverse-engineer where our best candidates came from or correlating attributes so that we could hunt in that part of the orchard and look at those trees.

We judged and sponsored case competitions, hackathons and other events where we could see candidates in action. After all, the best-looking apples (according to their outward resume), aren’t necessarily the sweetest or juiciest.

We look to find more innovative proactive search and attraction methods.

So as you think of all of the work you’re spending to screen your apples, take a moment to think whether you’re spending the time to make sure the right apples end up in the basket in the first place!

 

About the Author

Luki Danukarjanto is Toronto’s youth career coach with a goal to make Toronto the mentorship capital of the world. Published author of “SIWIKE Stuff I Wish I Knew Earlier, educator, youth startup advisor, dad. Career catalyst, “personal trainer for careers” and DJ for personal/professional development with goals to elevate education, weave mentorship into the fabric of society and positively impact a billion people. Former Senior Manager Tech Consulting with Deloitte and undergrad campus recruiting lead. Connect with Luki on LinkedIn​.

An Amplification of HR Legal Trends from the Last Decade

In our ever-changing workforce, it’s more important than ever for employers to stay on top of HR trends and what legal implications they may have on their organization, workplace culture and overall brand. We had the chance to speak with Greg McGinnis, Partner at Matthews Dinsdale & Clark LLP, about upcoming trends in employment law. What we discovered was that the trends from the latter half of the last decade are amplifying. Read on to see how. 

Although there have been many societal shifts within the last few years, Greg comments that there really aren’t any new or radical changes in employment law, but rather previous trends are continuing. He does mention, however, that there’s a common theme or phenomenon happening as a result of previous trends, like the #MeToo movement, legalization of Cannabis and diversity in the workforce, which is fostering an increased demand for flexibility and zero tolerance for toxic workplaces. 

Flexibility and Accommodation

“The main trend, if I can call it that, is that people are looking for flexibility in their work. They’re looking for flexibility in terms of hours of work, days of work, time off when they need it. The big trend is that employees want their work to fit in with their lives, and so employers are increasingly having to accommodate that kind of flexibility. That comes in all kinds of different forms. One form would be people who have young children, who want the time for child care or to attend events in their kids’ lives. Then you also have, especially in Canada, a large population of people who come from other places originally and they travel, so they want to have longer periods of time off to visit family or just travel. There’s an increasing trend towards flexibility at work, where it could be accommodated.” 

“The idea that work is Monday to Friday, 9 to 5 and you better just show up – that concept has slowly been eroding for a long time and it’s continuing to erode. There are of course jobs where you need to be [at work] for certain time periods, but even then, people will want extended time off. We see this in every domain, from factory workers to office workers. People are demanding that their personal life and needs are reflected at work.” 

Zero Tolerance for Toxic Workplaces

As a result of the same societal factors that gave rise to the #MeToo movement, Greg has found that the number of complaints being made that require the employer to carry out investigations has significantly increased. “I would say the #MeToo movement is a reflection of the same underlying phenomenon that people aren’t prepared to be treated poorly or suffer in silence. There’s next to no tolerance for toxic workplace behaviour. It is increasingly important for employers to ensure their workplace provides a positive, constructive atmosphere for people to work in and if they don’t do it, they will be facing a requirement to invest in workplace investigations…There’s a whole raft of time-consuming expensive consequences that can result from not dealing with these problems.” 

Diversity 

Diversity is an important value for many organizations. In Greg’s experience, diversity hiring has to be managed effectively by most employers to ensure all job seekers are given an equal opportunity to join a positive workplace, but that’s not always easy to achieve and maintain once your workforce becomes diverse. “Diversity has an impact on workplace culture because when you have new people or experiences, people come to work with different cultural expectations or behaviours that may require an adjustment on the part of the employer.”

Once you recruit a diverse workforce, you need to ensure your policies are, and the workplace is, welcoming, accommodating and, again, flexible. “You have a diverse workforce, you need a diverse workforce, then you need to find ways to reconcile new and different expectations where you need to get the work done. The challenge of diversity is that you don’t really know what’s next, you have to adapt to the people you are employing the best you can, and they need to adapt to you too.” 

Cannabis: Biggest Issue That’s a Non-issue

Now that Cannabis has been legal in Canada for over a year, there have been minimal impacts on employment law, according to Greg. “Cannabis is the big nothing. It may have a long term impact, but the short term impact has been next to zero.”

“It’s not that all of a sudden people are bringing their drugs to work or consuming drugs in a different way. Most employers in anticipation of the legalization of cannabis took another look at their fitness for duty policies, and perhaps even their testing policies and gave some thought on how to approach that. Then legalization occurred and people braced themselves for the onslaught of stoners as if all of a sudden we were all going to turn into Cheech and Chong and it just didn’t happen!”

“Outside of safety-sensitive positions where someone could be seriously injured or killed or your actions could result in someone being seriously injured, or death or property damage, the issue of cannabis has not made any difference. And I think the reason for that is – cannabis is just one intoxicant. There’s a wide array of drugs out there, legal and illegal, and the legalization of cannabis has had a marginal impact on the way cannabis impairment, specifically, has been addressed when it’s been detected.”

Gig Economy

There were concerns about the ‘gig’ economy and the impact on the career prospects for millennial and Gen Z workers, but in regards to employment law, it’s really only made employers consider instituting more flexible work environments. 

“My perspective on the gig economy is that it’s provided opportunities for people to work in small amounts on their schedule that competes with the regular employment pool. So people who want more flexibility can get it by becoming a gig worker. I think the gig economy has expanded opportunities for people. [Employers] have to recognize that their employees can go and do consulting or gig work as an alternative to regular employment. So it forces more flexibility onto employers as well.” 

 

With the evolution and expansion of trends from the last few years, Greg notes that in the legal sphere, changes in the law are harder to predict. “The world of work is driven more by cultural change than by legal change. We’re not seeing a lot of radical legal changes now or anticipated in the future. The society is changing, so we have to respond to that.” It’s important that employers are staying on the cutting edge of emerging and continuing societal and workplace trends, especially when considering incoming talent will come into the workforce with new and sometimes challenging expectations for employers to meet. 


For more TalentEgg Legal Briefs, be sure to subscribe to our monthly employer and career educator newsletter. 

The 3 things missing from your recruitment message

Top students and grads are interested in working for organizations that can offer meaningful points of engagement.

Flexible work arrangements, innovative workspaces and other workplace perks are high on Gen Y’s list of requirements, but so are less-tangible aspects of a workplace that may be harder to define, like shared values, leadership and loyalty.

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