The general state of the online talent attraction experience is shameful. The web has matured, even my local plumber and butchers offer a smoother, easier to use and simpler experience than many Fortune 500 career sites. Recruiters accept that it is ok to provide a sub standard online experience.

I believe online recruitment experience is out of date because of the following reasons:

  1. Lack of tools delivering best practice online experience.
  2. Overwhelming volume of 'legacy' systems deeply rooted in recruitment.
  3. Defensive mechanism held by some recruiters where they promote the myth that a painful application process filters out poor candidates and leaves the only the top talent. Where as the only certain truth here is it reduces application volume.
  4. Impossible to measure the unknown - recruiters can only measure what talent applies to jobs. The quality and potential of talent that drop out of the online experience comes with no metric.
  5. Inadequate statistics to provide insights around the true performance of the current talent attraction experience.

Unfortunately many UX concepts and best practices completed ignored. If you don't believe me, and think the landscape is better let me know so I can share numerous examples. Countless fortune 500 companies  show candidates a page with a full job advert, on clicking apply the candidate is presented with the full job advert again, but in a different layout requiring them to find the apply button (which has moved) and click it again. This experience will result in drop off where potential hot talent leave the website instead of clicking the second apply button. Do these companies measure this drop off (probably not, specially as it is across multiple vendors)? do these companies know how much marketing budget acquiring talent is wasted from driving talent away? Ironically a few of these examples are from very successful e-commerce businesses who would never put up with such an experience for there customers. 

10 years ago, when many of todays recruitment processes and online practices were designed the general populations experience of the Internet was very different. Today people are used to easy to use and fast online services. In my opinion the frustration levels felt by many candidates can only have a negative impact. 

It feels absurd that the recruitment industry consider a career site as high performing if it generates completed applications from 3% of its attracted audience. Is it really acceptable that career sites, with millions of dollars of targeted marketing spend, frequently fail to obtain an application from 97% of its talent visitors? 

I want to see an online recruitment landscape, including small staffing agencies through to the Fortune 100, where the online experience is simpler for the candidate. Simpler means - easier, more obvious and less friction.

Less waste of talent visitors logically would reduce the need to attract so many talent visitors and save significant advertising dollars. 



AuthorDave Martin