The latest insights from the Hays What Workers Want 2018 report shows that many employers are missing opportunities to attract talent as a result of avoidable roadblocks on a candidate’s application journey. In fact, 63% of candidates tell us they are being deterred from completing job applications as a direct result of a negative experience with an employer’s application process.
The right procurement, supply chain and logistics (PSC&L) professionals are integral to the smooth running of an organisation, and as a result their value cannot be underestimated. Employers need to ensure that quality applicants are not being discouraged by lengthy or complicated processes, and retain their edge in a competitive talent market by fine-tuning their recruitment methods for maximum efficiency and candidate engagement.
For many PSC&L candidates, a job advert constitutes their first interaction with a new employer. Yet this seemingly simple part of the recruitment process is easy to get wrong and can have far reaching consequences, not only for talent attraction, but retention too. Our research shows that misleading job advert content is one of the most common reasons for PSC&L professionals to leave a job within the first 12 months, given as the reason a job didn’t meet expectations by 46% of respondents. A lack of training (45%), mismatched understanding around management expectations (37%) and hours of work not working out as expected (23%) were also given as frequent reasons for leaving, all of which could be addressed in part through more effective use of job adverts.
PSC&L candidates are looking for the following when reviewing a job advert:
1. Clarity at all times
Above all, applicants are looking for transparency when considering a new employer. This means providing accurate information on the role itself, its requirements and the culture of the team and organisation and making this information easily accessible at all stages of the applicant journey. If this is not provided, candidates may either be deterred from applying or be disappointed when they start the job due to unfulfilled expectations. Of the 50% of PSC&L candidates who have left a job within the first 12 months, 23% stated this was because they didn’t fit in with an organisation’s culture as expected.
2. The right kind of detail
Our research shows that candidates are looking for detailed information on the salary, benefits, working hours, and location of the job. According to our research, the top factor for PSC&L candidates when reviewing a job advert is a description of the role itself, which is important to 81% of PSC&L professionals, and 68% state that role requirements are also important when reviewing a job advert. These are key factors that determine why someone applies for a job, and including ambiguous or inaccurate information on these aspects can be a deterrent. Candidates are likely to be filtering their searches based on these criteria, so getting it right is crucial or your job advert may never be seen.
3. Consistent content
Your job advert may be the first thing an applicant sees, but the content you provide about your organisation needs to be consistent at every touch point of the applicant journey. Ensure your recruiters and interviewers are able to talk about all aspects of the job description and advert. You should also consider what is being said about you on employee review sites, as 59% of PSC&L professionals would be deterred from applying to an organisation upon the discovery of negative feedback. If necessary, take steps where these reviews may contradict the image you are portraying through your own channels.
Join one of our events or webinars to find out more about our What Workers Want report, which features detailed insights into how employers can hone their application process to attract top talent.