We collect feedback about the candidate experience, from hundreds of thousands of candidates each year and every 6 months I usually look back at the stats. One of my favorite stats to track is the number of mobile job applications compared to computer.
First and second half of 2017 we had an exploding number of mobile job applications with an increase of 50(!)% to 12%. The first half of 2018 the increase continued, although not the same 50% increase level. This time the increase was 21%. Still really high increase.
Just recently we hired a guy that worked 2,5 years as a manager in the incredible world of Apple. He worked for one of the premium partners of Apple and told me a bit about what metrics Apple use and what one metric is the most important. Directly I could see how his experiences from Apple and my experiences from Trustcruit can help every HR department to strengthen their employer brand
To start with Iwas a bit blown away about how far the use of metrics goes at Apple and how it is implemented and used on a weekly, almost daily, basis. I will try not to focus on the full picture here, I will focus on the most important metric at Apple and I will also tell you his best pieces of advice that will help every HR department improve their recruitment process, get better at interviewing, strengthen their employer brand and get a solid structure to improve every colleague working with recruitment. …
Most often when I meet recruiters I can see one thing that most recruiters need to change, their mental picture of the recruitment process. It is time to phase out the dotted straight line and think of the process as a dotted circle. Why is this important? In order to attract talent and keep the number of candidates applying high, you want every candidate to feel that they would start all over again, and apply for other interesting jobs at your company. Even if they are not selected at the end of the process.
This small change in mindset will bring a big change in your organization and employer brand. …