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TMI? Job Seekers Say They Want More Contact

TMI? Job Seekers Say They Want More Contact
Credit: RawPixel/Shutterstock

While getting the job is the most important factor to candidates during the hiring process, it's not all they're looking for, new research finds.

Besides getting an actual offer, job candidates want more communication and information from the employers they're applying to and interviewing with, according to a study from ManpowerGroup Solutions.

One-third of prospective employees said they want more-frequent human interactions with potential employers, as well as more-detailed information on the jobs they're applying for.

Too often, employers use too much technology in their hiring process, leaving many job candidates without the information and interactions they crave, said Melissa Hassett, vice president of client delivery for ManpowerGroup Solutions RPO.

"Technology is turning into a hygiene factor — it's a basic expectation," Hassett said in a statement. "But companies don't need the latest and greatest technology as much as they need to make sure their interactions with candidates are meaningful and considerate."

The study discovered that more than 35 percent of prospective employees want organizations to initiate more-frequent conversations throughout the hiring process. This includes status updates at key stages, such as when background checks are completed. [Want to Beat the Recruiting Blues? Build Candidate Relationships ]

"Personal interaction and individualization of the recruiting process go a long way toward attracting the best talent," Hassett said.

Should they fail to get a job offer, candidates want more feedback on why, according to the research.

"Letting people know as soon as they're not selected is just good manners," Hassett said. "That's what protects the employer brand."

ManpowerGroup Solutions offers several tips for businesses looking to implement a more candidate-centric hiring process:

  • Return calls: It hurts your business's reputation when job candidates attempt to follow up, but never hear back from anyone.
  • Let them know how things are progressing: You should call candidates to let them know when you've completed critical stages of the hiring process, such as background checks and drug tests.
  • Tell them they're out: When you make a decision to eliminate a candidate from consideration, let them know right away.
  • Be up front about compensation: Outline the salary and benefits early in the process for open positions.
  • Be mobile: To help satisfy candidates' thirst for more information, make sure they can access information on your company and the application process directly from their mobile devices.
  • Hiring events: Invite a small number of pre-screened candidates to hiring events, as candidates want opportunities to present their qualifications in person.

The study was based on surveys of more than 200 U.S. job seekers.

Chad Brooks

Chad Brooks is a Chicago-based writer who has nearly 15 years' experience in the media business. A graduate of Indiana University, he spent nearly a decade as a staff reporter for the Daily Herald in suburban Chicago, covering a wide array of topics including, local and state government, crime, the legal system and education. Following his years at the newspaper Chad worked in public relations, helping promote small businesses throughout the U.S. Follow him on Twitter.