LinkedIn Talent Solutions recently released the findings of its new report, “Inside the Mind of Today’s Candidates” in context to Indian candidate’s behaviors, motivations, and preferences while seeking a new job and what they want during the application process.
Here are the five key takeaways from the report that can enable recruiters to re-imagine their hiring strategy:
Power your outreach:
Candidates want to avoid the feeling of losing a dream opportunity, and thus are willing to hear you out when you reach out to them with a job. 91% of Indian professionals are interested in hearing about job opportunities, and 46% ‘feel flattered’ when they hear from recruiters. Moreover, 66% are more likely to respond if the hiring manager reaches out to them.
Build relationships with hiring managers. The better you know them, the easier it is to ask for their help. Sebati Iyengar, Senior Manager HR- Corporate Recruitment at Asian Paints says, "We have had hiring managers reach out to candidates after the offer acceptance stage, keeping in touch till joining. Candidates do appreciate that someone apart from the recruiter is in touch with them. However, it is difficult to predict if this leads to lesser chances of candidates dropping out between offer and joining. Often, that is a consequence of a better salary or role, and softer cultural elements like communication may not be able to prevent a potential candidate from dropping out. It does, however, portray care and attention in the future organization to those who are already vested with joining. It is important that line managers and HR teams align on the communication being shared – to avoid chances of misleading or confusing messaging. We have not had line managers reach out before the selection process, given limitations of time.'
Nail your social media and digital setup:
According to the report, social media is used by 63% of professionals to follow companies and stay aware of jobs. Company websites (48%) and professional networks such as LinkedIn (44%) are the most preferred platforms for Indian professionals to research new opportunities before applying. While preparing for an interview, 49% of candidates visit company websites, 47% use search engines, and 35% use professional networks such as LinkedIn to learn about the enterprise and its employees, and the position being offered
Subhasis Mishra, Director Talent Acquisition at Target says, “As social media becomes all pervasive in our lives as human beings; it’s only necessary that employers must connect with the talent community on social media. It’s no more a question of “If,” it’s more a question of “What, How & When.” Employers must take a leaf out of the marketing playbook and connect with the candidate authentically through the entire life-cycle of their journey with their brand, from building awareness to engagement, all the way to being hired. Those employers who differentiate themselves on delivering great brand experiences on social media (backed by equally engaging experience offline) will stand to attract the top talent.”
One bad interview can cost you:
According to the survey, 45% of the professionals agreed to the fact that a conversation with the company’s leadership team during the interview process led to a positive experience. The respondents also showed a preference for conversations with the company’s present employees (41%) to get a ‘feel’ of the company culture and to decide whether they fit in.
Candidates are more sensitive to negative information than positive and hence, acing candidate experience is of great importance. Schedule interviews carefully and set the expectations with the candidates in advance. Make the leaders meet with the candidates and follow up quickly with feedback to further boost their interview experience. Personalize the interview experience to offer a memorable experience to the candidates.
Appeal to candidate’s intrinsic motivation
Higher compensation (45%) remains the top reason why people are likely to change their jobs. Additionally, 37% showed interest in knowing the salary range during the interview process. However, intrinsic motivators also remain relevant, with 40% of professionals stating that better skills and interest fit, and 32% of professionals indicating that better growth opportunities, will make them switch jobs.Pay fairly and competitive. Put discussion aside during discussions by asking
Pay fairly and competitive. Put compensation aside during discussions by asking candidates what would represent a 30% non-monetary but meaningful increase to their career. Don’t over-rely on salary to attract candidates. Focus on how your job offers more challenge, growth, better culture and work-life balance.
Unlock the power of purpose:
Candidates today derive motivation and satisfaction by contributing meaningful work. Avoid using salary as your main selling point. While money will influence certain conditions, but it won’t guarantee you an engaged employee. The report suggests that 55% of Indian professionals are motivated to pursue opportunities that match both their personal and professional interests. Further 45% wants to work for a company they have always admired.
Irfan Abdulla, Director – Talent Solutions & Learning Solutions, LinkedIn India and South Asia shared, “Personalised service in the way they are treated, insight into the company’s purpose and better value in the form of salary and career growth are important considerations when making a job switch. Employers need to ensure that they are authentic in building their employer brand and are amplifying their story on their social and digital channels”, he added.
In this latest report, LinkedIn surveyed 539 respondents from two different populations of India in April 2017. Indian professionals were asked about their experience on the job, and recent job switchers were asked about their experience during their last move between companies.