Something unusual is going on when it comes to job searches. Last year, a survey showed that job-seekers were confident in their ability to find their dream job. The coronavirus has changed that, so why mention this now?
Because the findings also revealed that such confidence existed despite people’s beliefs that employers were still enforcing long, drawn-out interview processes and sticking to old ways of posting open roles.
This creates an interesting question: Could it be that the very practices that we believe create poor candidate experiences do not actually impact people’s confidence in finding jobs, let alone their dream jobs?
The coronavirus continues to top all headlines, and undoubtedly the general global uncertainty about what will happen next will heavily influence confidence levels in the future. For now, however, the dichotomy of overly complicated job-search and application processes juxtaposed with job-seeker confidence has me wondering what this paradox will look like in the coming weeks, months, and for the rest of the year.
Are HR and TA Hurdles Actually OK?
Before attempting to answer this question, let’s look at what employees and job-seekers said was their least favorite part of the job-search process:
- 41% said going through multiple interviews
- 33% said lengthy interviews
- 32% said waiting for feedback after an interview and knowing where they stand in the interview process
- 30% said filling out/submitting applications
- 29% said the length of the hiring process
- 28% said writing or updating their resume
(Respondents were asked to “select all that apply,” which explains why the numbers add up to more than 100%.)
Meanwhile, 84% said they are confident in their ability to find a job.
The barriers in the job-search and application process are not curbing confidence levels or the willingness of employees and candidates to participate in those processes. So what is driving their complaints and frustrations? How is the coronavirus affecting this already complicated paradox? And what should we as TA leaders be doing about it? Continue reading here…