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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.

 
 
 

Social and Web Content that Engages Candidates

Social and Web Content that Engages Candidates

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

Once recruiters have a candidate’s attention with an intriguing opportunity for a company with a great work environment, how do they keep the candidate engaged?

 
 
 

The 2017 Jobs Outlook for Tampa

The 2017 Jobs Outlook for Tampa

Whether you’re an executive at a Tampa 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 the Tampa-St. Petersburg-Clearwater region:

The Tampa Bay metro area gained 33,400 jobs between November 2015 and November 2016. This was the second largest increase in jobs in the state after the Orlando metro area. The region’s unemployment rate was 4.7 percent in November, and fluctuated only slightly from that percentage since November 2015.1

 
 
 

Recruiters Rate the Most Effective Methods to Attract Passive Candidates

Recruiters Rate the Most Effective Methods to Attract Passive Candidates

In Hudson/HRO Today’s 2016 Global Candidate Study, we asked recruiters to rate the effectiveness of recruiting methods used to attract passive candidates.

Of the 16 engagement tools rated by recruiters in the survey, 10 were rated as “effective” (4 or 5 on a 5-point scale) by at least one-half of respondents.

Phone calls were rated most effective as a recruitment tool for passive candidates overall, selected by 88.9 percent of the recruiter respondents. Recruiters rated personalized email (85.5 percent) and recruiting agencies (81.5 percent) as the next two most effective methods. These top three methods are fairly traditional, but clearly still deliver results. They also don’t rely on the candidate responding to a posting or seeing a job opening notification.

 
 
 
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