A Closer Look at Candidate Behaviour

Though we work with them every day, communication between candidates and our staffing firm clients can always be made clearer, more open and productive. Here are key insights revealed by CareerBuilder’s Candidate Behaviour 2015 study, delving deep into preferences about communication methods, salary expectations and career goals.

Career goals and new jobs
A majority of workers (75 per cent of full-time workers) are always interested in hearing about new opportunities, whether they are actively seeking a new career or just seeing what’s out there. When given the option to select one or more answers to how they would best describe their attitude or behaviour toward finding a new job, workers (including full-time, part-time, temporary and contract workers) replied:

1. I am employed but open to new opportunities (61 per cent)
2. I am employed and not willing to consider other options (23 per cent)
3. I am evaluating available opportunities for employment (14 per cent)
4. I am considering starting a job search (13 per cent)
5. I am actively seeking new employment (e.g., applying for jobs, sending out resumes) (13 per cent)
6. I am evaluating my employment potential (e.g., compensation, skills, credentials) (10 per cent)

Keeping in mind where your candidate is in their job search, you may have better luck connecting with them by narrowing down their pain points—and areas of strength—in order to help move them along more quickly. For instance, if you’re reaching out to a candidate who is screening out jobs that are not attractive to her, dig deeper about what negatives she’s finding in a job; you may be able to correct those wrong assumptions—and point out why your open position is the perfect fit for her.

Unsurprisingly, though, most people (62 per cent) are prompted to look for a new job due to an interest in a higher base salary. Coaching your clients about candidate expectations, like a competitive salary or improved benefits, can save time during negotiations and ensure that everybody’s on the same page. Other reasons respondents say they were prompted to look for a new job include:

1. Looking for improved benefits (34 per cent)
2. Looking for better advancement opportunities (33 per cent)
3. Looking for better skills growth potential (30 per cent)
4. Looking for improved work/life balance (27 per cent)
5. Looking for better bonuses (20 per cent)
6. Looking for a better city/living situation (18 per cent)
7. I was/am unemployed (11 per cent)

Applications and communication
Inaccurate assumptions can cause you to lose top talent if your application isn’t tailored to their interests. The survey findings indicate that candidates are more likely to apply to positions where not only are the responsibilities and salary well defined, but also the benefits. Here are key details that can prompt a job seeker to apply:

1. The job duties/responsibilities are clearly defined (85 per cent)
2. The salary range is defined (77 per cent)
3. The benefits package is described (60 per cent)
4. Advancement opportunities are offered (45 per cent)
5. Describe the work environment (45 per cent)
6. The company’s employment brand is defined (25 per cent)
7. The look and feel of the posting is creative/unique (17 per cent)
8. Language used in the posting is creative/unique (13 per cent)
9. Share fun events/outings the company does (11 per cent)

Communication is key to today’s candidate. We live in a world of instantaneous communication and candidates expect the same from you. Wouldn’t you want to know if your information was received and if you were not chosen for a position? Acknowledgement is crucial, even if it is an automated message; candidate’s rank receiving a confirmation of application as the most important factor in their job search experience. When asked when they’d like to be contacted, ideally, by the company with which they applied, respondents answered:

1. After submitting resume/application to confirm receipt of your materials (49 per cent)
2. After interview if not selected for further interviewing/not chosen for position (43 per cent)
3. At all of the above points in the process (39 per cent)
4. If the decision is made to not interview you (39 per cent)
5. Before interview if taking a long time (36 per cent)
6. After interview but before job offer (26 per cent)

Those interactions can have a huge impact on how candidates view your staffing firm, too. When asked about the best interactions candidates have had with companies they’ve applied to, respondents pointed to these top experiences:

1. Company sends an automated message acknowledging they’ve received my resume/application (25 per cent)
2. Interview with multiple people from the company (18 per cent)
3. A hiring manager/employee of the company calls me acknowledging they’ve received my resume/application (10 per cent)

Striking the right balance of information and communication is imperative to the quality of job seekers you’ll be able to access, and it will also reflect back on how your business is viewed. Caring about your candidate experience is the best way to invest in your future employees.

For more insights on candidate behaviour, including customized data on specific job types, view the full 2015 Candidate Behaviour Study at http://careerbuildercommunications.com/candidatebehaviour/.