With a tight labor market, the candidates are now expecting companies to build a relationship with them and not treat them like a left swipe on Tinder.
The truth is, you are giving the enterprise too much credit as it relates to talent acquisition. Some applicant tracking systems force you to go through a web form validation process. A few of them have partnered with a new startup to take a basic script and create a “bot” which feels more like an automated telephone system similar to my cable service provider or bank.
Every blog you read talks about the importance of the candidate experience. Every employer you meet leads with, “We value talent,” yet less than 2 out of 10, return on the investment a candidate makes when interviewing. Why?
As a hiring manager, as well as someone who has been working in the tech industry for over 20 years, I have spent a lot of time reflecting on my experiences in the interview process, as well as those of the many candidates I’ve either interviewed myself or I am trying to hire. I’ve found that generally, the current state of interview processes — either within tech or outside of it — does not support hiring a diverse workforce.
Focus on quality over quantity in your job search. Let’s focus on fewer opportunities, to begin with, and work on conversion rates from application to interview.
We listen to our users, every day. Our interactions include phone calls, emails, interactions on LinkedIn, and through the hirepool.io, web app. We listen to identify patterns so that we can continue to build valuable, solutions, to empower job seekers of all backgrounds. One feeling job seekers share with us every day: the job search feels isolating.