Our approach to recruitment is that of building strong relationships with candidates.
It’s incredibly important to understand someone before you can even presume to send them the ‘perfect job’. Similarly, we want candidates to be honest and open with us. We also want to make sure we’re recruiting in a way that suits them.
With that in mind, we ran a survey. ‘Recruit my way’ was designed to establish your thoughts on job hunting (including recruitment agencies) and for us to take your preferences into account going forward. We’ve created an infographic which details exactly how you want to be recruited.
Here are a few of the key points your responses revealed:
1) It’s not about the money
Unsurprisingly, salary is a key player in prompting you to move on. However, lack of respect (17.5 per cent) and unrealistic demands/workload (13 per cent) really stood out as massive issues, particularly for men. Women were more frustrated about having nowhere else to go in the company.
Hence it’s little surprise that when looking for a new job, the most important factor is job satisfaction. Almost a quarter (24.17 per cent) of you cited this as the top consideration, compared – by contrast – with just 14 per cent who opted for salary.
Except, that is, if you’re a Millennial. Forty-three per cent of 18-24 year-olds said salary was the biggest attraction when searching for a new job.
2) You need to get social
You’re hunting for a new job. You refresh your CV, trawl the job boards and network on LinkedIn – all usual job searching activities. What’s interesting is what you don’t do, namely use social media to best effect.
The survey revealed that only 7.5 per cent of you share industry-related news via your social media profiles – making you appear up-to-date and knowledgeable. Just six per cent join LinkedIn groups, where you can participate in discussions, learn and make some valuable contacts. Only five per cent write blogs, increasing their online presence and developing a reputation as an industry influencer.
The most eye-opening result was that 18-24s were the least likely to use social media to enhance their job hunting.
3) You like recruitment agencies
Good news for us - 72 per cent of respondents said they had at some point registered with a recruitment agency to help them find their next position (81 per cent of men and 70 per cent of women). This was to take advantage of 1) access to better vacancies, 2) the agency’s expansive network and 3) because you’ve had past success this way.
Of the remainder who don’t use agencies, many restrict their search exclusively to job boards, but eleven per cent simply don’t like agencies. Complaints included being contacted about irrelevant jobs and never receiving any feedback.
However, more remarkable were the people who commented that they were unsure of the benefits of using an agency or “It’s not something I have thought about before” – clearly we need to do some PR!
4) Email is twice as popular as phone
When it comes to communication, relevance is naturally key. You very definitely told us that you’re happy to be contacted for a job you haven’t applied for, providing it’s relevant (66 per cent). Splitting the responses by age, revealed 18-24s were the most adventurous, with 71 per cent open to being contacted about ANY role at all, claiming: ‘You never know!’
BUT, this communication needs to take place via email and if we must call, then make it in the evening. You overwhelmingly told us that you prefer email. Asked to rank your preferred channels, email is twice as popular as the phone. Contact via LinkedIn is the next acceptable method.
Forty per cent of you want to be contacted in the evening and almost a third said that lunchtime is a reasonable time to call, but never in the morning before work. Oh, and OTT methods aren’t acceptable – yet. WhatsApp, Skype, Messenger and Snapchat are still considered too informal for recruiters to use just now.
5) A good consultant can improve your job hunting experience
We asked what one thing would make job hunting that bit better and 28 per cent said that a consultant with your best interests at heart would really improve your experience. Someone you know has your back, understands your situation and can place your skills in the best role. You also, understandably, want regular updates, even if it’s a rejection – so said 26 per cent.
What was clear is that men aren’t bothered about interview feedback. What they want is assistance pre-interview. Seventeen per cent said they wanted more information on the job ad / job description and 13 per cent would like help writing their CV. Women want information after the event; 16 per cent say they want a post-interview feedback.
Your responses also prompted some other issues for consideration, such as more assistance for candidates with disabilities and for more clients to accept tattoos. Certainly points we’ll be thinking about more closely.
Improving the candidate experience
As the point of this exercise was to determine how you want to be recruited and what changes we can make to improve the candidate journey, here’s what we’ll do.
- Take on board your preferences
- Make clear the benefits of using an agency, through our actions as much as our words
- Ensure all of our recruiters continue to provide exemplary customer service, giving the feedback and advice that you want.
Ultimately, you want to be contacted about a relevant job in the evening, via email, by a consultant who has your best interests at heart and provides regular updates. We’ll see what we can do.
If you’d like to chat through your options with one of our recruiters, please get in touch.