What Do Job Seekers Look for During the Hiring Process?

The recent shift of power from employers to candidates is making it difficult to find skilled employees. But recruiters can and should change the hiring process to cater to job seekers. The following are some of the key aspects that candidates expect from hiring managers to create a successful onboarding process that meets their expectations. 

Fast Application Process

Job seekers want a fast application process. Candidates want to interact with potential employers through technology and are unwilling to invest a lot of time in the overall process.

Although a majority of employees have applied for a position via a mobile device, one-in-five are willing to spend less than 10 minutes on a two to three-page mobile application, according to a recent survey.

“A time limit between 10 and 15 minutes was the second highest choice indicating that employees prefer a succinct application that can be completed within a 20-minute timeframe,” according to the study authors. 

Open Communication 

Job seekers also look for open, honest, and clear communication throughout the hiring process, including before they even apply. About 36% of employees expect to speak with recruiters before applying, and 82% want a clear timeframe for the entire hiring process. 

Generally, it is best to communicate via at least two methods when conveying important information to ensure that job seekers receive information in a timely manner. Some of the most popular ways to communicate include telephone, email, video, social media, text, and in-person. 

Nearly 76% of job seekers prefer to communicate with recruiters over email, while only 50% prefer to communicate via text message. Quality communication will boost your employer's brand, improve the candidate experience, and make the hiring process easier.

A Multitude of Benefits 

In today's hiring market, a generous benefits package is essential for attracting and retaining top talent. 

A 2018 Glassdoor study found that there is a direct relationship between the number of benefits, including healthcare and dental insurance, employee discounts, paid time off, etc., and a job application rate. For example, organizations that listed four non-cash benefits saw a 20% plus improvement in the effectiveness of their online recruitment advertising.

The study also found that money is the number one motivator for 67% of job seekers and employees looking elsewhere for career opportunities. In general, job seekers want to know how much they’ll make, what they’re expected to do, and whether they can get the job. 

"Most people have choices in this job market. They don't want to waste their time with a role where pay and benefits don't meet what they're after," Kara Yarnot, vice president of strategic consulting services at HireClix, said in a press release about the study findings. 

But a 2021 follow-up Glassdoor study uncovered that 80% of employees prefer additional benefits over a pay increase because they realize that benefits provide a better overall experience and help increase their job satisfaction. 

And according to a Society for Human Resource Management (SHRM) study, 61% of employees claimed benefits that allowed them to enjoy personal activities, build security for health, and save money for future goals. These benefits boosted their job satisfaction, workplace morale, engagement, and productivity.

A Positive Onboarding Experience  

The onboarding process begins with a job offer and continues after the first day of work. Onboarding is important to a new hire’s decision to stay with a company. According to a Wynhurst Group study, 22% of staff turnovers occur within the first 45 days of employment. 

Therefore, companies must relegate all of the processes, procedures, and administrative work before the employee starts. An effective onboarding program also includes paying attention to the little things before Day 1, including setting up email signatures, cleaning out and stocking desks with needed supplies, and ordering business cards. 

The study noted that new employees who went through a structured onboarding program were 58% more likely to be with the organization after 3 years, while 46% of rookies wash out in their first 18 months. 

Finally, a company should always let a hiree know how excited they are to have them join. You should talk about what you hope to achieve as a team and a company and then ask why they joined the company and what excited them about the role.