While texting, teleconferencing, and Skype interviews are preferred by a small percentage of the candidate population, a resounding number of job seekers still prefer personal connection over technology, according to a recent survey by ManpowerGroup.
The 2014 Candidate Preferences report, which surveyed more than 200 active and passive candidates throughout the U.S., found that thoroughly understanding the candidates’ wants, needs and preferences in their career is the number one step to successful talent acquisition. This is paired with a need for the employer to tailor their recruiting practices to attract the right talent.
Additional key findings from the survey include:
- 86% of candidates explore employers’ websites when researching positions online
- 52% use search engine results to gather information about prospective employers and positions
- 30% use social media to get more information about open positions or employers
- 72% of candidates prefer traditional, in-person interviews
To accommodate the needs of candidates, recruiters and employers can work together to build a talent acquisition strategy that will attract the right talent – creating and maintaining a rapport with the candidate pool on social networks and becoming a trusted Thought Leader as an organization both socially and digitally.
infographicInvest in the capability to manage social channels and the organization’s website to actively engage with your target audience. Cultivating these engagements, paired with providing and distributing engaging and educational content that will attract candidates, will allow for a canvassing of social channels and casting of a wider net for top talent identification.
These digital efforts should be paired and leveraged with personal communication techniques and not used as a replacement for personal connection.
Don’t forget to put your money where your mouth is when it comes to pairing company culture with employer branding strategy. Touting a fun yet professional workplace that offers great benefits and flexibility? As employer or recruiter, work to prove it by holding true to these enticing aspects of the organization.