In this 6 part series we are exploring key talent trends for 2022 and how they will impact hiring practices. In part 3 we look at how candidate behaviour is changing to be more like consumers and what this means for organisations trying to attract them.
The way talent interacts with the labour market has changed. Candidate behaviour, what they demand and what they expect, is closer than ever before to that of a customer. This trend has been accelerated by the rise of social media. Now candidates can interact with organisations as a consumer and apply for a new role all in the same arena.
When making a premium purchase, customers expect the buying experience to match. The strongest talent behaves the same way. A positive candidate experience helps define the appeal of a potential employer as they consider their next career move.
If organisations fail to meet the new consumer-level expectations of candidates, it can cost them the best talent. Impersonal or infrequent interaction makes the candidate feel undervalued and creates a negative association with the opportunity. As a result they are significantly more likely to reject offers and instead look for other roles.
In 2022, organisations need to prioritise the candidate journey to capture the best talent. To achieve this, internal recruitment teams are increasingly looking at adopting best practice from their sales and marketing colleagues. This includes implementing technology to help manage the cadence of communication and taking an in-depth look at the messaging for each stage of the hiring process.
To read more about this and other talent trends for 2022 download the full talent trends report.