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What matters most to candidates during the application and interview process, broken down by age

What matters most to candidates during the application and interview process, broken down by age

To help recruiters fine-tune their hiring, in Hudson/HRO Today’s Global Candidate Study, we asked candidates: “How important is the organization's job application and interview process in your decision to join the company?”

The job application process is often the first impression a company makes upon a candidate. The experience communicates whether the company is technologically savvy, straightforward and responsive, or simply lacks respect for the candidate’s time.

In an employee-centric market, candidates are less likely to tolerate a cumbersome job application and interview process.

 
 
 

Study: Candidates Weigh in on Recruiter Phone Calls

Study: Candidates Weigh in on Recruiter Phone Calls

In Hudson/HRO Today’s 2016 Global Candidate Study, we asked candidates: “Which of the statements below best represents your views about receiving phone calls from recruiters during all phases of the recruitment process?” Their responses can help recruiters refine their use of phone calls when engaging candidates of different age groups and at different stages of the job hunt.

Nearly one-half (46.8%) of all candidate respondents feel phone calls from recruiters are appropriate during all phases of the recruitment process. However, only about one-third (35.4%) of passive candidates feel that way, so proceed with caution when calling them, assuming you have the phone number.

 
 
 

The 2017 Jobs Outlook for Houston

The 2017 Jobs Outlook for Houston

Whether you’re an executive at a Houston business in need of a recruitment strategy or a candidate looking for a job, it’s important to understand the realities facing your industry. Here we’ve gathered the most recent news and predictions for hiring and employment in Houston:

The Houston metro area is showing signs of renewal after the prolonged economic downturn following the 2014 oil-industry bust. With energy sector companies among the largest employers in the region, Houston was hit hard by the steep drop in oil prices and decreased production. Between December 2014 and October 2016, the Houston metro area lost 30,400 manufacturing jobs, 25,600 mining and logging jobs, and 10,700 engineering services jobs.

 
 
 

Study: Candidates rate what they dislike most about the job application and interview process

Study: Candidates rate what they dislike most about the job application and interview process

Hudson/HRO Today’s 2016 Global Candidate Study to help recruiters fine-tune their hiring strategies.

An unresponsive recruiter is the most disliked aspect of the hiring process, with an average rank of 2.39 out of 5. The next biggest frustration for candidates is being uninformed about their status in the hiring process, with an average score of 2.63 out of 5.

 
 
 

Study: Candidates’ Communication Preferences for Being Contacted by Recruiters

Study: Candidates’ Communication Preferences for Being Contacted by Recruiters

How do you prefer to be approached by a recruiter about a potential job opening?

That’s what we asked candidates around the globe for the Hudson/HRO Today’s 2016 Global Candidate Study to help recruiters fine-tune their hiring strategies. Below are the responses from the North American candidates.

 
 
 

How to Write Effective Job Descriptions that Attract the Candidates You Want

How to Write Effective Job Descriptions that Attract the Candidates You Want

Job descriptions need to capture attention and interest from candidates who would fit the position well. Too often they generically describe the skills and requirements of the job and fail to excite any interest. It's important to avoid jargon, buzzwords, and cut-and-paste job descriptions. Overused terms like “big picture thinker” and “strong communicator” are positive attributes for almost any position and don’t clarify what a job involves. Lackluster job descriptions tend to be unappealing to people who are qualified, and vague enough to attract a lot of unqualified applicants.1

Below is a great example of an engaging job description from Meetup, a social media platform. The job description highlights the company's growth and sets realistic expectations around the day-to-day responsibilities. It is direct, uses active and interesting language, and it has a call to action asking qualified candidates to apply.

 
 
 

The 2017 Jobs Outlook for Dallas

The 2017 Jobs Outlook for Dallas

Whether you’re an executive at a Dallas company in need of a recruitment strategy or a candidate looking for a job, it’s important to understand the realities facing your industry in Big D. Here we’ve gathered the most recent news and predictions for hiring and employment in Dallas:

In 2016, the Dallas region experienced 3.3 percent job growth, outpacing all other Texas metro areas. The combined Dallas-Fort Worth region saw the creation of 92,000 new jobs in 2016, nearly half of the 188,000 jobs created statewide. Employment in the Dallas-Fort Worth metro area grew 2.7 percent last year, compared with 1.6 percent for the state and 1.5 percent nationally. Employment growth in the metro area was especially strong in the professional and business services sector, and in the construction and mining sector.1

 
 
 

Are Candidates Willing to Reapply Once They’ve been Turned Down?

Are Candidates Willing to Reapply Once They’ve been Turned Down?

To help recruiters fine-tune their hiring, in Hudson/HRO Today’s 2016 Global Candidate Study, we asked candidates:

If you were declined for a role for which you applied, would you ever apply to that organization again?

Slightly more than two-thirds (67.7 percent) of candidate respondents would apply to a company again if they were declined for a specific job. More than half of the youngest group (aged 18 to 24) either would not reapply or were unsure about reapplying.

 
 
 

Content Effectiveness for Keeping Potential Job Candidates Engaged: Recruiter & Candidate Perspectives

Content Effectiveness for Keeping Potential Job Candidates Engaged: Recruiter & Candidate Perspectives

To help recruiters fine-tune their hiring, in Hudson/HRO Today’s 2016 Global Candidate Study, we asked candidates about the effectiveness of content used to keep them engaged in the recruiting process. Here are the results…

What is the most effective kind of content that you have personally seen or heard about that a hiring company has used to keep potential job candidates engaged? Please rate each below.

 
 
 

Company Attributes Candidates Want

Company Attributes Candidates Want

To help recruiters fine-tune their hiring, in Hudson/HRO Today’s 2016 Global Candidate Study, we asked candidates about the things that attract them to a company whether or not they were looking for a new position.

Key to all effective selling is the knowledge of what motivates a person to buy. In recruiting, that equates to knowing candidates’ underlying motivational drivers, fears and anxieties when selecting a company.

There were six company attributes selected by over one-half of candidate survey respondents, representing the top tier of desired attributes that would attract them to a company.

 
 
 
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