Why Developing a Talent Community on Social Networks Will Find Your Next Hire
Have you thought about developing a talent community for your job applicants who’ve applied to roles at your company in the past? Private and centrally controlled talent communities can be expensive to develop and implement, however social networks like Facebook, Google+ and LinkedIn offer ideal platforms to host your talent community – and they’re completely free.
Matt Charney, Marketing Director at Talent Technology Corporation (TalentTech), interviewed with us at the end of last year about Candidate Experience and Employer Branding, based on a huge survey that Talent Technology conducted amongst job seekers and employers. His interview gave some really insightful statistics on the power of talent communities when hiring, pipelining talent, and employer branding efforts on the candidate experience.
The first of Matt’s findings was in the area of candidate experience – 67% of online application procedures took 10 minutes or longer to apply for a job (in fact, 9% of companies had an application process of between 30-45 minutes). This means that those who apply for a role where it takes a significant amount of time have invested a lot in the application, and expect a lot in return.
Some of the questions asked in the application process were “overly intrusive”, in that the candidate felt that the potential employer was asking for too much information. Asking for ones social security number, among other very personal details, were cited as unnecessary.
After having invested in the application process, including divulging information that’s very personal, how many employers offered feedback or acknowledgement on their application? Just 18%.
Here’s how that lack of feedback makes candidates feel about your companny:
- 77% of candidates said no notification after applying for a job is their biggest job search problem
- 68% say a lack of response negatively impacts their perception of the company or brand, as both a potential customer and potential employee
- 72% of applicants who apply for a role don’t receive any further communication about that role when it has been filled
- 72% of people would not refer or recommend a friend to a role at a company with whom they’ve had a poor candidate experience.
An excellent point made by Matt was the disparity between companies who ask so much of candidates but then don’t offer the same in return.
Candidates wanted from recruiters, in order of preference:
1. Video Job Previews
2. To connect with or contact a Real Person
3. Feedback and insight into the Hiring Process
4. Advice for competing for jobs
What do Candidates want from Talent Communities?
- 77% wanted more information about Career Development (less than 10% offered this information)
- 61.7% wanted to know about salary expectations (around 12% of career sites offered this)
- 42% wanted information on location and where various offices and functional areas are based (15-20% offered this)
- 36% were looking for bigger company environments with more possibilities for career progression.
The Top Expectations of Talent Networks:
1. Get notified of upcoming positions that would be suitable for them (39.1%)
2. To be able to communicate directly with the hiring manager or recruiter and ask questions (29.7%)
3. To have an edge, or some perceived advantage, over people who’re not in the talent network in securing a role within the company (10.2%)
4. To learn more about the company (5.9%)
Immediately we can solve many of our Candidate wants and our Recruitment woes by developing a talent community on a social network, like Facebook, Google+ or LinkedIn (or all three).
- We can notify applicants of new roles becoming available before they’re advertised elsewhere
- We can post quick videos about jobs at our company to the social network that deal with taking a tour around our location, day in the life of an employee, FAQ’s answered by the CEO or head recruiter, and give advice for competing for jobs at our company
- We can respond publicly to questions in the community around job descriptions, qualifications needed for roles, career development and salary expectations
- We can ask for referrals from those in our talent network and existing employees for vacant roles.
If we can solve the main expectations from candidates who apply for roles at our company by pointing them in the direction of the talent network (by offering them value – it’s where you’ll hear about upcoming jobs first, insights into the company and our hiring process, have question and answer sessions with our hiring managers and recruiters etc), applicants will have a better quality candidate experience and want to work at your company the more that they hear about you.
For advice on setting up your Facebook community for Employer Branding purposes, check out this webinar.
For advice on setting up your company Google+ page for Employer Branding purposes, read this blog.
For advice on setting up your Company Page on LinkedIn and optimising it for Employer Branding, read this blog.
Matt Charney’s 20-minute case study is available to watch on MySocialTalent for free! Just sign up for a free trial here.