Does your company benefit from a “difficult job-interview” reputation?
On Friday evening, Glassdoor released a report entitled “Top 25 Most Difficult Companies to Interview“, which made for remarkably interesting reading. As recruiters, particularly agency recruiters, we hear through the grapevine who’s notorious for hard interviews and try to warn our candidates to prepare themselves for the most arduous and painstaking grilling of their professional lives. Does this do any good for the company’s employer brand, or will it turn candidates off even applying if they hear of this reputation?
Well, it seems that not only does difficult interviews leave a positive experience for candidates, but it also seems to influence the employee satisfaction rating for those who actually landed the job. Go figure! Scaled from 1.0 to 5.0 (1 being easy, 5 being most difficult), these are the top 25 most difficult companies to interview with:
So who had the hardest interviews, and just what did they ask in their interviews to make them so difficult?
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How to: measure your online candidate application flows and who drops off the wagon
From our blog post on Tuesday about the User Experience of recruitment and career websites, we suggested that you measure your candidates flows throughout your site to see how many follow through with the application and how many drop off and where. We’ve had a few people ask us exactly how to do this using Google Analytics, so here’s how:
Firstly, you will need to be an administrator of your Google Analytics account.
When in Google Analytics, click on your Admin section from the top right of the main navigation bar, and then click on the Goals tab when in Profiles (see image below).
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The User-Experience of your Recruitment/Careers Website – Have You Tested it Yet?
That’s great, but what’s the point?
Generally, the only time recruiters would have heard of the term “User Experience” is when they’re looking to hire a UX designer. It’s not often a commonly thought concern of recruiters and their websites for receiving job applications, but the truth of the matter is – if your website isn’t working for you, ie. people are checking out your jobs but they’re not applying, there’s something wrong with the User Experience. And there’s only one way to really fix it: test it.
So here’s some stats that’ll give you some context:
Registration User Experience
If you require people to set up an account on your site in order to submit their CV and register with you, it turns out that 86% of people say they’re bothered by this, and said they would actually change their behaviour:
- 54% might leave the site and not return
- 26% would go to a different site if possible
- 6% would just simply leave or avoid the site
- 14% would not complete the registration
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How can we attract people into Recruitment?
In a poll we conducted over LinkedIn (1057 people voted over June and the beginning of July), it became overwhelmingly clear that people don’t select Recruitment as their chosen career . Why not? And how can we attract people into recruitment?
So, the results of the poll:
How did you get into Recruitment?
I fell into it (didn’t we all?) – 62%
I had a friend who suggested it to me (17%)
An agency suggested it to me (12%)
I always wanted to be a recruiter (7%)
I tried HR but it wasn’t for me (2%)
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