These negative experiences aren’t just minor annoyances; they actively deter talent and damage your employer brand. The truth is, efficiency in hiring shouldn’t come at the cost of the human connection. To recruit successfully in today’s modern era, you must build a hiring journey that is both effective in securing talent quickly and deeply connected to the candidate’s experience. 

This blog will explore actionable strategies to achieve balance. We’ll delve into practical ways to optimize your recruitment flow, leverage technology thoughtfully, and even transform traditionally transactional stages like background screening into opportunities for positive candidate interaction.

Understanding the Modern Candidate

Today’s job seekers are more informed and discerning than ever before. Armed with online resources and peer reviews, they approach the hiring process with clear expectations. Failing to meet these expectations can result in a loss of talent and a negative impact on your employer brand. However, a thoughtful and engaging approach can turn candidates into enthusiastic advocates, even if they don’t align the current role.

What Do Candidates Want?

At its heart, what modern candidates seek boils down to feeling valued, respected, and informed. Key expectations to consider include: 

• Being Kept in the Loop: Transparency is key. They want to understand what’s happening, next steps, and roughly how long things will take. No one likes feeling like their application went into a black hole.
• Having Their Time Valued: Modern candidates value respect, which goes both ways. Lengthy, complicated applications and disorganized interviews send a clear message that their time isn’t important. A smooth, efficient process shows you respect their effort.
• Hearing Back: Communication is central to applicants’ wants and needs. Even a “no thanks” is better than silence. Candidates appreciate knowing where they stand, regardless of the outcome.

The Cost and Value of Candidate Experiences

How candidates feel throughout your hiring process sends powerful signals about your company culture and values. These experiences have tangible values and consequences, impacting your recruitment capabilities and overall brand reputation.

The Tangible Costs of Negative Candidate Experiences

• Heightened Candidate Drop-off: Qualified candidates have options. A frustrating, inefficient, or seemingly disrespectful process signals that your organization may not value its current employees. With a negative experience, top talent is more likely to seek opportunities elsewhere, leading to longer time-to-hire and increased recruitment costs.
• Damaged Reputation: Modern candidates talk…a lot. Negative experiences are frequently shared on social media, review sites like Glassdoor, and within professional networks. These negative reviews can deter future applicants, making attracting top talent harder and more expensive. 
• Increased Hiring Costs: When candidates drop out or you struggle to attract applicants, open roles remain vacant longer. This leads to decreased productivity among existing teams and necessitates further investment in recruitment efforts and increased costs.

The Significant Value of Positive Candidate Experiences

• Streamlined Time-to-Hire: When candidates have a positive experience, they are more engaged and responsive throughout the process. This can lead to faster decision-making and ultimately reduce the time it takes to fill open roles.
• Stronger Employee Engagement and Retention: Candidates who felt valued and respected during the hiring process are more likely to have a positive initial impression of the company culture. This can contribute to higher employee satisfaction and ultimately improve retention rates.
• Improved Cost-Savings: By creating a positive experience, you attract more qualified candidates, leading to better hiring decisions and reduced turnover. This, in turn, lowers recruitment costs and saves valuable time in the long run.

Building an Engaging and Efficient Hiring Process

Building a hiring process that candidates genuinely appreciate while maintaining operational efficiency requires a deliberate and multi-faceted approach. It’s about optimizing each stage of the recruitment lifecycle with the company’s needs and the candidate’s experience in mind. 

Let’s explore key strategies that provide a framework for achieving this balance.

1. Drive Efficiency Through Streamlined Operations

Optimize your processes to save time and create a smoother experience for your team and potential candidates:

• Optimize Applications & Leverage Technology: 68% of job seekers ages 18-25 use their mobile devices for job searches. Make every step of the hiring process easy and mobile-friendly, from application and background screening to interviews and onboarding. Use an applicant tracking system (ATS) that helps automate these tasks and manage candidate flow effectively.
• Establish Clear Communication Templates: Ensure consistent and timely updates with professional, yet personalized pre-approved messages. Consider utilizing technology partners that offer candidate texting, too. 

2. Enhance Engagement by Focusing on the Human Touch

Make candidates feel valued and informed throughout their journey, without compromising speed and efficiency:

• Personalize Communication: Tailor your messages and provide realistic expectations for each stage.
• Cultivate Thoughtful Interview Experiences: Prepare interviewers to conduct consistent, respectful, and informative conversations. Consider potential accessibility barriers and ways to make your interviews easier on candidates.
• Provide Prompt and Respectful Feedback: Offer timely updates, including constructive feedback, even for unsuccessful applicants. 

3. Integrate Background Screening Thoughtfully

Although a necessary step, background screening presents a unique opportunity to be a seamless and positive part of the candidate experience:

• Prioritize Efficiency in Screening: Utilize technology and clear workflows to minimize delays and integrate smoothly with your timeline. Consider partnering with a reputable screening provider that integrates with your existing workflows. 
• Focus on Candidate Experience: Be transparent about the process, communicate requirements, utilize user-friendly methods, provide proactive updates, and consider candidate-centric providers.

The Power of AI and Technology in Modern Recruitment

It seems like you can’t have hiring conversations without discussing artificial intelligence (AI) and automation. AI and other digital tools are no longer futuristic concepts but practical solutions you can implement today. 

Imagine using AI-powered screening to quickly surface the most promising candidates from a large pool, freeing up your recruiters to focus on building relationships. Consider how a well-integrated chatbot on your career site can answer candidates’ burning questions in real-time, reducing anxiety and improving their initial experience. These aren’t abstract ideas; they are real applications of AI making recruitment more efficient.

Beyond automation, technology can create a more human-centered experience. Consider how personalized job alerts, driven by a candidate’s past interactions and stated preferences, can make them feel truly seen. Or how using video interviewing platforms can offer flexibility and convenience, respecting candidates’ busy schedules. These tech-enabled touchpoints demonstrate that efficiency doesn’t have to come at the expense of a positive candidate journey.

However, adopting these tools requires careful consideration. It’s crucial to select technologies that are user-friendly and integrate seamlessly with your existing systems. More importantly, remember that technology is a tool, not a replacement for human judgment and empathy. Ensure your AI practices are fair and transparent, and always prioritize clear communication and a genuine connection with your candidates. 

Powering Efficient and Engaging Candidate Journeys

Building a hiring process that candidates genuinely appreciate while achieving optimal efficiency is within reach. By prioritizing clear communication, respecting candidates’ time, and thoughtfully integrating technology into crucial steps like background screening, you create a positive experience that attracts top talent and strengthens your employer brand.

Leveraging integrated solutions is key for organizations seeking to seamlessly blend efficiency with a candidate-first approach. When your screening tools work in sync with your ATS, background screening, drug testing, and verification services can all happen in one platform, providing a seamless experience for both recruiters and candidates. This eliminates friction, accelerates your time-to-hire, and ensures a positive final touchpoint in the candidate experience.

Ready to see how a truly integrated hiring process can elevate your talent acquisition? Learn more about Verified First’s solutions. 

Employ’s 2025 Job Seeker Nation Report—their annual survey of 1,500+ job seekers—reveals a growing divide in how different candidate groups are navigating the hiring process. For example, in desk-based industries like tech and finance, application volume is surging. Meanwhile, employers hiring for frontline and hourly roles are still struggling to attract applicants. 

These contrasting realities make one thing clear: a one-size-fits-all approach to hiring won’t cut it anymore. Employers need to tailor their strategies based on the roles they’re hiring for, the channels their candidates use, and the challenges those job seekers face. 

In this blog, we’re breaking down how frontline and desk-based candidates are experiencing today’s labor market, what that means for talent acquisition teams, and how to adapt your hiring strategy to better support both. 

Demand is Headed in Different Directions  

The divide between desk-based and frontline hiring starts with demand—and it’s headed in opposite directions. 

In industries like tech, finance, and professional services, job postings are down but application volume is up. Desk-based job seekers are facing increased competition, longer timelines, and more interviews.  

This year’s survey data backs this up: 64% of respondents said they had more than two interviews in the past year—but that number dropped to just 55% among fully on-site workers. Meanwhile, candidates who worked remotely at least part of the time were much more likely to report frequent interviews—77% of those who worked remotely 1–2 days a week and 75% of those with a 50/50 split had more than two interviews in the past year. 

This trend may reflect both increased urgency among desk-based candidates and the logistics of taking interviews while on-site. Remote and hybrid workers have more flexibility and privacy, while on-site and hourly workers may need to use PTO or rearrange shifts just to attend.  

At the same time, employers hiring for frontline roles are still struggling to attract talent in the first place. Application numbers are lower, and recruiting methods are often more traditional—like in-person applications, job fairs, or referrals. 

These contrasting realities require different strategies. While desk-based hiring teams are managing volume and trying to reduce candidate fatigue, frontline recruiters are focused on widening the funnel and reaching qualified talent more effectively. 

TA Takeaway: Tailor your approach based on demand. For desk-based roles, where application volume is high, use AI-powered tech to help filter out misaligned candidates early. Then apply skills-based assessments and structured interviews to validate fit and keep qualified talent moving forward. For frontline and hourly hiring, invest in recruitment marketing, community partnerships, and mobile-friendly applications to expand your pipeline and reach the right candidates.  

Burnout Is Everywhere—But It Looks Different for Everyone 

Burnout is shaping the candidate experience—and it’s showing up across every corner of the job market. 

Sixty-six percent of respondents say they’re feeling the effects of job search fatigue. But what’s behind that exhaustion varies widely depending on the type of role. 

For desk-based candidates, burnout often stems from high competition and a drawn-out process. With fewer openings and more applicants, job seekers are juggling multiple interviews, assessments, and long timelines—frequently with little feedback or follow-up. It’s not just about the effort—it’s the emotional toll of uncertainty. 

Frontline and hourly workers face their own version of fatigue. Job search burnout runs especially high in industries like food service, hospitality, and healthcare—reaching as high as 80%. These candidates often encounter outdated systems, clunky applications, and unclear communication—all of which contribute to frustration or burnout.  

The job search is already stressful. When the process adds friction—whether through delays, poor communication, or unnecessary steps—it only deepens burnout. 

TA Takeaway: Reducing candidate burnout starts with removing barriers. Shorter applications, clearer timelines, and smarter automation can go a long way. When you make the process feel smoother and more respectful of a candidate’s time and energy, you not only cut stress but also boost engagement and reduce the risk of drop-off. 

Tech Adoption is Splitting the Market 

Candidates are using different tools to navigate the job search—and AI is one of the biggest dividing lines. 

This year, 31% of job seekers said they’re using AI to support their search. That number jumps significantly among desk-based candidates—especially in industries like tech (50%) and finance (47%)—where applicants are using AI to match with jobs, refine resumes, and draft cover letters. 

In contrast, frontline and hourly candidates are much less likely to lean on AI. Many still rely on traditional methods like job fairs, referrals, or in-person applications—and may not have the same access to or familiarity with digital tools. 

This year’s survey also found that AI chatbots are becoming more common, with 28% of respondents saying they’ve interacted with one during the hiring process. But comfort and experience tend to be higher among younger, tech-savvy candidates. 

The bottom line? Not every candidate is approaching the process with the same tools or expectations. Understanding those differences is key to creating a hiring experience that resonates. 

TA Takeaway: Know your candidates’ level of comfort with tech—and design your process accordingly. Desk-based applicants may expect AI-powered tools like automated scheduling or chat support. For frontline roles, keep things simple and accessible. Avoid unnecessary steps, make everything mobile-friendly, and prioritize clarity at every stage. 

Modern Hiring Isn’t One-Size-Fits-All  

We’re seeing two very different job markets emerge—one overwhelmed with applications, and another starved for talent. 

This year’s data makes that clear. Desk-based candidates are navigating long timelines, high competition, and AI-driven searches. Meanwhile, frontline and hourly workers are facing entirely different challenges—limited access to tech, outdated processes, and slower communication. The lesson for TA teams? You can’t use the same playbook for both. 

To hire effectively in today’s market, employers need to reassess and refine their strategies—by role type, by audience, and by experience. That means meeting candidates where they are, removing unnecessary barriers, and staying responsive in a fast-changing landscape. 

The full 2025 Job Seeker Nation Report dives even deeper, with data on layoffs, internal mobility, trust in employers, and how candidates really feel about AI. Download the full report to build a hiring strategy that reflects how people actually search, apply, and choose where to work today.  

According to the 2024 Employ Job Seeker Nation Report, beyond compensation, job seekers are primarily motivated by career advancement (52%) and greater work flexibility or remote work opportunities (49%). 

• How are you seeing growing companies promote career advancement and flexibility to keep candidates central to their hiring process and compete more effectively with larger organizations? 

Karen A. Young, SPHR, SHRM-SCP, President/Founder, HR Resolutions, LLC

The Job Seeker Nation Report clearly supports the position that job seekers are hungry for a culture that fits their needs, whether it’s career advancement, diversity, or flexibility. People are not moving as readily today for just a few cents, but they ARE moving to work somewhere or do something they can enjoy and produce their best work.

The more employers promote these items as “wins” when recruiting, the more candidates they will attract. Our job, as recruiters, is to speak to the good at the company (positives) instead of the negatives (our job requirements). This was a lesson I learned years ago (a really, really long time ago) when I began my career in personnel, and it has stuck with me. Use this opportunity to continue your brand message — you certainly put your best foot forward in seeking customers; HR and recruiters have the same responsibility when seeking candidates.

We recently completed our own recruiting assignment through JazzHR. Our job posts always include our Core Values — and we live those values. While we knew much of the work needed once hired, we focused more on how the person would fit with the existing dream team. Then we went one step further — we were prepared to pivot in any number of directions so that OUR job would speak to the candidate’s interests. Lastly and just as importantly, we wanted to make sure our team was a fit for the candidate. That’s how you grow loyalty — how you grow your dream team. 

Smaller organizations have many more advantages in terms of providing flexibility. Look at our own position mentioned above. It started as an HR Coordinator — our offer went out as an HR and Operations Specialist. The responsibilities morphed to meet the needs of the business and the candidate. 

Hiring should be all about fit and not just job specifications. To grow a stellar team, you need to determine how your recruiting supports your mission, vision, and values. It must all be tied together to help make a cohesive team and successful employees.

About HR Resolutions

HR Resolutions strengthens companies through expert HR strategy and services. We are committed to working side-by-side with clients to create strong, drama-free, and productive workplaces. HR Resolutions saves you time and money. We help reduce risks and increase your effectiveness by delivering a savvy human resource strategy that produces real results. From hiring to firing, policies to payroll, coaching to recruiting, if it has to do with HR, we can help. For more information, visit hrresolutions.com.

Ginger Miley, Ph.D., Talent Manager, Performentor, LLC

As companies grow, promoting career advancement and flexibility has become critical to attracting and retaining top talent.

Unlike larger organizations, growing companies have the unique advantage of creating new positions organically as they grow. This natural growth allows for exciting career advancement opportunities, making it an attractive prospect for ambitious candidates. 

Here are some trends we’re seeing regarding career paths:

• Current candidates are not just looking for a job; they are seeking a career trajectory at a company with a mission and core values that align with the candidate’s own values.
• Career path maps have transitioned from a ‘nice to have’ to a fundamental expectation for job seekers. 
• Growing companies can demonstrate commitment to employee development and long-term success by outlining possible career paths. 

While companies cannot predict the exact leadership roles that will be needed in 3 – 5 years, strategic foresight is necessary to compete effectively in today’s job market. 

Work arrangements are another key area where flexibility can be strategically leveraged.

Here are some trends we’re seeing regarding work flexibility expectations:

• Companies can offer hybrid, remote, or in-office work options depending on the role and the specific responsibilities.
• Hybrid models are particularly popular as they combine the best of both remote and in-office work. 
• Additionally, flexible hybrid schedules appeal to the diverse needs of employees, which enhances job satisfaction and productivity. 
• Tailoring work arrangements to fit the nature of the job and the needs of the employee can be a powerful differentiator.

By strategically promoting career growth plans and offering flexible work arrangements, growing companies can effectively compete with larger organizations and keep candidates central to their growth strategy.

About Performentor 

Performentor provides fractional human resources using our Unleash People Energy™ Framework for Human Resources, which helps business owners, founders, and leaders create dynamic workplaces that propel growth. Our people energy principles challenge long-held beliefs that organizations must make painful people/profit tradeoffs in order to be successful. We challenge and replace these long-held beliefs with purposeful, people-centric organizational reframes from our Unleash People Energy™ framework. The result? Engaged and empowered workplaces where great people are energized to do great work. Learn more at performentor.com.

Anastasia Pshegodskaya, Director, Talent Acquisition, Remote

As Director of Talent Acquisition at Remote, I’ve observed a significant shift in how growing companies adapt their recruitment strategies to meet evolving expectations of employees, particularly when competing with larger organizations. It’s not surprising that career advancement is a top concern for candidates. 

Progressive companies are tapping into this trend by transparently mapping potential career paths during the hiring process. They are not just filling a position, but offering a journey of growth and learning. This approach not only attracts talent, but also fosters long-term engagement and retention. Employees also want flexibility, but the distinction between remote work and flexibility is crucial. Remote work refers to the ability to work from anywhere. It has opened up a global talent pool for companies and allowed individuals to seek opportunities beyond their immediate geographical locations. 

On the other hand, flexibility — often manifested as asynchronous work schedules — addresses the when of work. It allows employees to manage their work hours around personal commitments, enhancing work-life balance and overall job satisfaction. Forward-thinking companies promote both aspects by implementing robust remote work policies and flexible scheduling options. 

This dual approach positions these companies as attractive employers and enables them to compete effectively with larger corporations that offer higher salaries but less personalization in work arrangements. As companies navigate the complexities of the modern hiring landscape, those who can authentically integrate career advancement opportunities with genuine flexibility are set to thrive by attracting and retaining top talent in an increasingly competitive market.

About Remote

Talent is everywhere — opportunity is not. Remote’s mission is to create opportunities everywhere, empower employers to find and hire the best talent, and enable individuals to build financial and personal freedom. Businesses worldwide use Remote to hire, manage, and pay their globally distributed workforces simply and compliantly. Remote was founded in 2019 by Job van der Voort and Marcelo Lebre and is backed by leading investors, including SoftBank Vision Fund 2, Accel, Sequoia, Index Ventures, Two Sigma Ventures, General Catalyst, and B Capital. Learn more at Remote.com.

• How are you seeing small businesses focus on candidates to drive hiring efficiencies and compete with more well-known brands in the market?

Brian Ip, Co-Founder, Omni 

Small businesses are attracting talent by playing to their unique strengths that big-business often can’t replicate. So, while small businesses may not have the budget for impressive perks like gym memberships or stocked office kitchens, they do have the opportunity to build compelling candidate experiences that reflect their company culture and employer brand in a highly personalized way.

We’re seeing many small businesses present personalized and transparent recruitment processes, from friendly social media outreach to prompt feedback, which really helps set them apart in the marketplace. Candidates don’t want to be seen as another number, the job search is a vulnerable and time consuming process, and adding that human touch can make all the difference. Streamlining the process with technology and clear timelines drives home the respect your company has for candidate’s time.

Beyond the recruitment process, small businesses are focusing on cultivating an authentic employer brand through sharing their company’s unique culture, mission, and impact, and putting an emphasis on highlighting opportunities for growth and purpose. This can go a long way in connecting with candidates and appealing to the mission driven values of Gen Z as they grow in the job market.

Finally, small businesses are investing in boosting their hiring efficiency with smart strategies. We’re seeing a trend of SMEs leveraging affordable tech like HRIS that equip them with applicant tracking tools, automated personalization functions, and simplified benefits administration; it really moves the needle when you’re working with a small team or limited budget because you can do more with less. 

Omni is an all-in-one HRIS platform that frees HR teams from administrative cycles by automating the entire end-to-end employee lifecycle — from recruitment and onboarding to employee engagement and payroll — allowing them to redirect their time to strategic work that drives business growth. Omni is powering Asia’s fastest growing companies to reach their full potential with our fully customizable HR tools that seamlessly integrate with your team’s favorite workplace platforms. Learn more at omnihr.co

Mark Heyman, JD, Founder & CEO, HRHappens.com

The small businesses winning the recruiting wars are the ones who have strong culture. A sense of purpose. A social mission. An engaging and empowering environment where you can learn and grow, personally and professionally.

Culture has the effect of driving greater efficiency in your recruiting efforts when combined with the best talent acquisition software and best practices. Your culture is what allows you to position your employment brand in the most effective way. Knowing your culture will help you identify the talent you really want while also allowing candidates who may not be aligned with your values, your culture to self-select out.

Businesses that “walk the walk” when it comes to culture will always be a magnet for top talent. Top talent is always able to see through the words on the wall when they don’t resemble what happens on a day-to-day basis in the workplace. Small businesses with strong Culture use their size and work environment as an asset.

You do need to provide competitive compensation and benefits you can afford, but in the end, Culture always wins. Culture is why people leave those big brands and big companies that had far more bells and whistles than most small organizations. And if you can’t describe or define your culture, can’t qualify your candidates with the same rigor you’d qualify a sales lead, you may realize some good efficiencies in time to fill, but will lose any gains made battling high turnover.

The best way to drive hiring efficiency and truly leverage the benefits of today’s talent acquisition technology is to not only know your culture, but put it out front and center as the primary opportunity and reason for applying in the first place. You’ll attract the talent you want and allow others to focus on opportunities more aligned with what they want to do.

HR Happens is a human resources consultancy providing a full range of HR consulting services, from project work to developing the HR function in your business and serving as your fractional HR department on an ongoing basis. Our team is focused on developing and cultivating a strong culture and work environment that is engaging, empowering and can sustainably meet your short and long-term business objectives. Our team can provide you with tactical day-to-day HR support as well as strategic HR leadership and guidance to support your growth. Learn more at hrhappens.com

There are four ways to look at candidate experience today:

• A truly poor candidate experience can be damaging to your employer brand in the long term.
• A bad candidate experience can simply be a turnoff for prospective hires you engage for roles.
• A good candidate experience can greatly influence an individual’s decision to accept an offer.
• A great candidate experience can help you hire more qualified candidates and also turn those folks into brand evangelists who want to stay at your company and help it grow for years.

To improve your candidate experience efforts, adhere to the below best practices.

These tips and tricks are ones we’ve seen many HR teams with JazzHR as their small business recruiting software abide by to enhance their employer brand, onboard top talent, and ensure all job seekers — not just the majority of candidates — feel heard and welcomed during your hiring cycle.

How to improve candidate experience

“Understanding [today’s] job-seeking personas and their associated triggers helps recruiters provide high-quality candidate experiences and fill skill gaps more quickly and successfully,” HR expert Corey Berkey recently wrote for Undercover Recruiter.

Let’s closely examine the key components that contribute to a positive candidate experience and how your SMB talent team can work alongside hiring managers to improve the metric over time.

Transparent and comprehensive job descriptions

The job application process begins with reading job description.

This crucial document should accurately describe the responsibilities and requirements of a given role while also highlighting the unique aspects of your SMB’s culture and values and expressing the desired impact the eventual hire should have in the position and on the team and business at large.

A transparent and comprehensive job description helps set expectations upfront and allows job seekers to evaluate whether they’re a good fit for the position for which they’ve applied.

A career site that entices top talent to apply

Your career site is often the first stop for potential candidates. Making it visually appealing, user-friendly, and mobile-optimized should be your first, second, and third priority.

Once you’ve designed a white-label, aesthetically pleasing, easy-to-navigate careers page, you can focus on your messaging. Feature comprehensive info about your SMB, your company values and mission, employee testimonials, and even success stories of members of your workforce.

Also, showcase your employer brand and encourage candidates to learn more about your company. (You can even provide links to your social media accounts to allow on-the-fence, would-be applicants to learn more about your SMB before they decide to submit their resume and cover letter.)

A streamlined and simplified application process

Simplifying the job application process is essential for reducing the drop-off rate of potential candidates. Lengthy, repetitive, or unclear application forms can lead to frustration and abandonment. That makes streamlining this process critical for your conversion rates.

• Think of it this way. Would you be willing to spend more than 10 minutes (or even 5, to be honest) looking over a job posting and filling out the application for said role? Odds are slim.

Ask most job seekers today, and they’ll tell you they’ll abandon an application process a mere minute in, if they can sense there are barriers to applying, like being forced to create an applicant account.

With an applicant tracking system (ATS) for small businesses, you don’t have to worry about having candidates spend several minutes completing applications and possibly abandoning the process.

• Consider JazzHR. Our job posting pages enable quick and easy submissions for potential hires.

That means more high-quality candidates being added to our customers’ respective talent pools (and a diminished need to have to proactively source passive prospects all the time).

Just as your HR team is focused on constantly improving your time to fill, you also need to ensure the speed with which active job seekers are able to finish applications continually goes down as well.

Effective and ongoing candidate communication

Job seekers want frequent communication during the hiring process. So, keep candidates informed about their progress in a timely manner, even if it’s just to let them know they’re still being considered.

It’s simple, really. Personalized, empathetic communication can foster a strong connection with potential candidates and demonstrate that your small business values their time and commitment.

• This communication doesn’t solely apply to the actual recruiting process. It also extends to the post-hiring portion of your recruitment cycle. Send candidate experience surveys to leads you spoke with (those hired, those passed on, and those who “exited” your process on their own).

Doing so allows you to garner beneficial feedback about your recruitment approach — insight you can use to both enhance various components of your hiring efforts (e.g., nurture messaging, interview stages) and provide a better experience to each candidate.

An inclusive and respectful interview process

Candidates should feel welcome and respected during the interview stage. Fostering an inclusive environment where each person you engage can comfortably express themselves is essential for a positive experience with your recruiting staff (and, for final-choice candidates, getting them to accept offers).

In addition, interviewers should be well-prepared and knowledgeable about each candidate’s background and the specific role they’re applying for. This will help you gain the most valuable insights during the interview while showcasing your org as a desirable employer to them.

And when it comes to gender and gender identity, it’s critical to use the correct pronouns for each candidate. It’s a matter of respect to ask for and acknowledge an individual’s preferred pronouns.

Timely feedback and updates regarding offers

Finally, providing prompt feedback after the interview and extending job offers in a timely manner can further enhance the candidate experience. If they are not selected for the role, constructive feedback can help job seekers understand the decision and continue their search for future opportunities.

• Leaving prospects in the dark for too long regarding the decision-making going on behind the scenes with hiring managers and interview panelists can lead to a high candidate drop-off rate.

Conversely, constantly providing mini “briefings,” of sorts, to engaged talent to keep them apprised of where your hiring team stands with its recruiting efforts, they’ll feel more appreciative of you. (And want to stay in said recruiting process to see if they’ll advance and eventually receive an offer.)

A simple email or text message to prospective hires once every couple of days during your hiring process. That’s all it takes to take a little bit of stress out of the nerve-wracking experience of looking for work and making sure they understand you still have interest in them for a given role.

Discover how JazzHR’s powerful applicant tracking system for small businesses can help you improve your candidate experience efforts. Book an ATS demo with our team of experts today.

According to Employ data, two-thirds of candidates are looking for new opportunities on employer career sites directly. This is higher than the number of active job seekers looking at job boards (55%), social media (55%), or job advertisements (43%).

• Candidates use your career site to gauge how well they would fit in at your company. Everything from the job descriptions to your application process provides them with intel on your business and what it’s like to work there.

With candidate expectations still high in a tight labor market, where job openings outnumber unemployed workers around 1.7 to 1, ensuring you provide job seekers a stellar experience on your career site is critical.

Does your career site inspire job seekers to take the leap and apply? Here are six tips to inspire continuous candidate engagement on your career site and more effectively convert candidates into applicants.

Career site tip #1: Put your best foot forward

In today’s job market, attracting top talent requires more than just listing job responsibilities and qualifications for roles. Job seekers are highly selective, and in order to make an impression, you need to establish a genuine connection. The best way to begin is by showcasing your company’s values and unique organizational culture on your career site.

Use authentic, high-quality images and videos that reflect your company’s employer brand and culture, including actual employees at work or having fun outside of work.

In other words? Avoid using stock photos, and instead, craft copy that represents your brand to create a comprehensive and engaging representation of your company.

 Career site tip #2: Remove the hurdles

In order to attract candidates, it’s important to provide an easy and streamlined application process without any obstacles. A streamlined process should remove hurdles like:

• Making users create a login or join the talent network
• Requiring excessive clicks to find job postings
• Making it difficult to find or use job filters
• Duplicating resume entry after uploading a resume

Additionally, mandatory logins and repetitive forms can discourage applicants from completing the process. With 67% of applicants applying for jobs on their mobile devices, according to the 2022 Recruitment Marketing Benchmark Report from Appcast, providing an easy-to-use mobile site is also essential for a seamless application experience.

Career site tip #3: Streamline your design

Career site experiences should reflect consumer-grade websites, providing visual, compelling ways to quickly convey information. Simplify your content by eliminating unnecessary text and use category icons for corporate locations, departments, or benefit perks, wherever applicable. This allows for faster information delivery and is especially advantageous for mobile displays.

Career site tip #4: Simplify the process

Attracting top talent to your organization is a priority, but you want to ensure the process of learning about job opportunities is hassle-free. Keep search filters simple and minimal, prioritizing the candidate’s perspective and providing the necessary information quickly.

When you make it easy to find what they need, candidates will appreciate the respect shown for their time, leading to a higher likelihood of them to engage further with your content.

By demonstrating your team’s organization and efficiency, you can make a great first impression on potential candidates, and keep converting them along the talent journey.

Career site tip #5: Invite candidates in

When it comes to showcasing your company’s employer brand and culture to potential candidates, sometimes the most effective approach is through immersive experiences.

Consider incorporating a “Meet the Teams” feature on your website or an attention-grabbing video that provides job seekers with an inside look at the experiences of your inspiring employees.

These tools offer ideal opportunities for highlighting your company’s values and culture, allowing candidates to understand firsthand what it would be like to work for your organization.

Career site tip #6: Share the details

While it’s important to prioritize and prominently display your high-priority career page information, it’s also crucial to keep potential candidates interested with compelling content. Share information that they would find valuable, such as employee testimonials or global benefits that set your organization apart.

Make the content easily accessible with just a few simple clicks. With engaging and digestible content, you can keep candidates interested and showcase your company’s unique offerings.

Learn how your SMB talent team can better attract top talent with our powerful yet easy-to-use ATS. Book a one-on-one demo with a JazzHR rep today to see how our recruiting software can enhance your hiring.

It’s how a candidate feels they’ve been treated throughout the recruitment process and how that treatment makes them feel about the organization.

Job seekers still feel fully in control

When it comes to the current labor market, more than half of all job seekers (51%) believe that finding a job is easy, and 58% believe the current job market favors candidates. More than two-thirds (68%) believe their job search will take one to three months, and 41% would even feel comfortable quitting without having another job lined up.

Candidates feel confident that they are still in the driver’s seat of the job market, and organizations would do well to respond to these perceptions by focusing on areas that can speed the hiring process, better nurture candidates, and cater to worker priorities. 

Candidate expectations through recruiting

Job seekers have high expectations when it comes to the candidate experience and their interactions with recruiters. An overwhelming majority of workers expect to work with either a recruiter working on behalf of the company (47%) or a corporate recruiter (34%) during the recruiting process.

In some industries, such as financial services, manufacturing, and retail, recruiters working on behalf of the company are more common than corporate recruiters (approximately 20 percentage points more likely than corporate recruiters). This is affirming news for organizations that outsource part or all of their recruiting process to strategic RPO partners.

Within the candidate experience, job seekers believe there are areas of the recruiting process that should be deprioritized. These may be areas that candidates feel are unnecessary, don’t give an accurate picture of who they are, or even lengthen the hiring process. 

Candidates push back on the pain points of hiring

There are several areas of the recruiting process job seekers dislike. But for employers, this provides a list of opportunities within the job search, application, interview, and offer stage to improve, optimize, or transform.

Whether it’s a lack of transparency, a slow process, or outdated technologies, identify areas your company can seek to improve to bolster the candidate experience and connect with quality talent to drive your business forward.

Candidates say: Communication is key

Once a job seeker has applied for a job, they have expectations about what kinds of communication they should receive from an employer.

Nearly half (49%) believe they should either receive an automated email from the company or a personal email from the recruiter. Less than one in five job seekers have no expectations for communication.

Given many candidates prefer messaging from employers throughout the recruiting process, companies that prioritize timely, personalized messaging can better engage prospects for open roles. Organizations must take the opportunity to improve their communication with candidates and deliver higher-quality experiences.

The positive candidate experience checklist

A great candidate experience means providing active and passive job seekers with engaging content, a fast application process, streamlined communications, consumer-grade technologies to answer questions quickly, and prompt feedback throughout their experiences.

Whether it’s making them feel valued during the application process, providing helpful feedback or communication, or treating them with professionalism and respect after their candidacy has ended, the candidate experience encompasses every interaction a job seeker has with an employer.

If you’re looking to improve your candidate experience, the key is to always keep the candidate at the heart of everything you do. By nurturing each individual and prioritizing candidate engagement at every step of their journey, you’ll be well on your way to building stronger relationships with top talent that will deliver results for your business.

Top candidate experiences include:

• Consistent employer brand messages
• Automated messaging with recruiters
• Personalized job recommendations
• Feedback loops at each hiring stage
• AI-powered chatbots to optimize candidate interactions
• Easy to schedule interviews
• Mobile-optimized career sites
• Seamless job application process
• Tailored content and experiences
• Easy to find information

Make the candidate experience a priority 

Providing a quality candidate experience allows companies to find and recruit top talent to impact the success of the business. A solid candidate experience also ensures organizations can build a robust talent pipeline and employer brand that strengthens their reputation relative to competitors.

For employers today, understanding job seeker mindset and behavior is critical to connecting with them more effectively and staying competitive in a tight labor market. Based on the findings from Employ’s research, candidates are likely to fall into one of four quadrants in their job-seeking behavior.

See the full Job Seeker Quadrant™ and get other valuable insights on the job market in the Employ Q1 Quarterly Report: Examining Employer and Job Seeker Realities in the Current Job Market: How Employers Can Respond to Candidate Preferences, Perceptions, and Personas.

These priorities, however, are contingent upon recognizing what job seekers want in the midst of a challenging labor market. Understanding job seeker motivations today is critical for companies seeking to more effectively attract, hire, and retain talent. 

Let’s dive into what HR decision-makers and recruiters perceive as the top motivations for why candidates are seeking new jobs, why employees are leaving their current roles, and the types of positions most likely to encounter challenges along the way.

The top motivations for today’s job seekers

Based on Employ’s recent survey of more than 1,200 HR decision-makers and recruiters, the top motivation for employees leaving a job is pursuing more money or seeking a more flexible work arrangement. This is followed by seeking career advancement, unemployment or fear of unemployment, and leaving a bad manager or culture.

Seeking a new challenge, looking for a more diverse or inclusive work environment, and finding an office to work from regularly comprised just under 15% of all responses. 

• Getting more money: 34.4%
• Ability to work remotely: 21.3%
• Career advancement: 12.6%
• Unemployment or fear of becoming unemployed: 9.6%
• Leaving a bad manager or bad company culture: 8.5%
• Time for a change or new challenge: 4.2%
• Find a more inclusive / diverse workplace: 4.9%
• Ability to work in an office: 4.7%

Interestingly, unemployment or fear of becoming unemployed was rated by one in 10 employees as a top motivator for moving jobs and proactively seeking out other career opportunities.

As talks of recession continue to dominate the hiring and business landscape, it will remain to be seen whether more employees leave their positions in search of something more stable or stay put in their roles longer than they would have based on economic headwinds.

Primary motivations for employees who quit

When determining why talent leaders and recruiters believe employees are exiting their current org, the top three responses were similar to the motivations in general for finding a new role:

• Getting more money: 37.1% 
• Ability to work remotely: 18.6% 
• Career advancement: 13.4%

However, one in 10 HR decision-makers think that current employees are looking for a change or new challenge and just five percent are leaving because of a bad company culture or manager internally. 

• Time for a change or new challenge: 12.4% 
• Leaving bad manager or bad company culture: 5.2% 

Looking for a more diverse and inclusive workplace was higher when evaluating why employees were leaving their current company, but the fear of unemployment was almost half of those human resources leaders who believe it was a top motivator for finding a new role overall. 

• Find a more inclusive / diverse workplace: 5.1%
• Unemployment or fear of becoming unemployed: 4.2% 
• Ability to work in an office: 4.0%

Job seeker challenges in the current climate

When it comes to challenges for job seekers, experienced professionals may find more difficulty than entry-level candidates in finding the right roles.

Employ data shows that 49% of recruiters believe experienced workers have the biggest challenge in finding a job today. By comparison, only 15% of talent professionals said those individuals re-entering the workforce saw the biggest challenges. 

When broken down by industry, the gap becomes more drastic. In fact, 57% of recruiters in the construction industry said experienced workers saw more challenges in finding new roles, while 61% of recruiters filling healthcare roles believe this is true. 

Key takeaways when it comes to job seekers

Connecting with job seekers and understanding their motivations will be more important than ever next year. Take care to invest in the needs of candidates and deliver positive experiences for them.

If it is challenging to compete on salary in your company, compete on speed, benefits, and remote work. Ensure you are promoting a diverse workforce, flexible work arrangements, and overall benefits packages to highlight the total rewards package of working at your company. 

If applicable, focus on engaging with gig workers and nurturing relationships with individuals who are in revenue-generating roles. Ensure the hiring process delivers positive experiences that enhance your company’s employer brand.

Faster recruiting processes and more attractive, hybrid work environments will result in fewer good candidates withdrawing and fewer rejected offers for your talent acquisition function.

Most of all, speedier sourcing, nurturing, and interviewing processes will help meet your priorities for increasing the quality of candidates and improving overall time to hire in your business. 

Get more labor and hiring market insights

Planning during times of uncertainty is one of the biggest challenges companies face when it comes to guiding the future of their organization. Pursuing a scalable hiring strategy will be essential to attracting, hiring, and onboarding quality talent that will drive organizational performance.

The insights available in this article are only a starting point. For more data, key takeaways, and actionable insights, download the full Employ Quarterly Insights Report here.

With millions of available jobs in the U.S. and talent seeking roles that better align with their own requirements, workers are making it clear they want more from employers — and they feel empowered to ask for it. Today’s job seekers are leveraging their upper hand to secure new jobs, higher wages, and better benefits.

The job market shift has left many organizations struggling to engage and retain top talent. The 2022 Job Seeker Nation Report will help recruiters and employers understand how to adapt to the current reality of talent acquisition to remain competitive in today’s labor market.

About the Job Seeker Nation Report

For the last 13 years, the Job Seeker Nation Report has surveyed and examined the responses of workers to understand their preferences and experiences within the labor market. This year, Employ, the parent company of Jobvite, JazzHR, and NXTThing RPO, is excited to provide insights and key takeaways about job seekers within the most difficult hiring environment in history. Let’s dig into a few of the biggest findings from this year’s report.

State of the job market

While 62% of workers are satisfied with their jobs, many employees report having one foot in and one foot out of their organizations.

• 45% are actively looking for a new job or plan to within the next year
• 32% feel comfortable quitting a job without having another lined up
• 30% have left a job within the first 90 days of starting
• 23% have changed industries since the onset of the pandemic

Given the tight labor market, companies must prioritize internal mobility, as 54% of workers who are actively looking for a job have not looked at their current company for a new position.

Organizational turnover

The confidence among workers’ job prospects has left many workers dealing with the negative impact of high organizational turnover.

• 40% have experienced high employee turnover at their organization over the past year
• 40% also report their own workload increasing due to high employee turnover
• 56% of workers who experienced high employee turnover did not receive an increase in payment or salary to compensate for the workload increase

This organizational turnover has also led to an increase in stress levels and feelings of burnout in 78% of workers. However, the number of employers offering mental health benefits and resources is at the lowest level in the past three years.

Money and compensation

Only 37% of workers feel they are paid fairly, so employers who fall short on compensation expectations may see an increase in turnover or candidate rejection. 

• 67% want higher compensation from their employer today
• 38% selected compensation as the top reason for leaving a job in the past year

Workers who are comfortable negotiating salaries (71%) and asking for raises (63%) is also at an all-time high. However, 35% of workers who were denied a raise request left the job because of it, and nearly half of workers believe they could make more money by simply switching jobs.

Remote work

As companies evaluate return to workplace plans, remote work opportunities continue to be important to workers.

• 65% said remote work is important in their decision to accept or reject a job
• 40% would be willing to accept a lower salary to work remotely
• 30% said their ideal work situation/set up is 100% remote

Even with an increased desire among job seekers to work remotely, company culture remains critical.

• 52% believe that, in an increasingly remote work environment, company culture is just as important as ever
• 55% said they would leave a new job if the culture was not aligned with their expectations or values

Download the Full Report for More Insights

These are just a few takeaways from the 2022 Job Seeker Nation Report. Get a copy of the report today for hundreds of additional findings and insights that will help talent acquisition professionals and employers understand how to adjust to this employee-driven job market.

However, building a robust pipeline of strong-fit prospects by proactively reaching out to passive candidates across career-centric channels (in addition to enticing active job seekers to apply on their own, of course) is a tried-and-true approach to bolstering one’s talent pool and, over time hiring high-quality candidates who can have a positive impact on one’s business.

The trick is knowing how to find passive candidates — both externally (via job boards and social media) and internally (through employee referral programs and using the search functionality of your applicant tracking system to identify previously engaged “passives” already in your database).

6 tips to improve your passive sourcing

Looking to enhance how your TA team sources candidates? You’ve come to the right place. Here are some proven ways to recruit passive candidates and fill critical roles at your business faster.

1) Embrace sourcing on social media

Let’s be honest: Social media platforms are a gift for the modern recruiter. After all, tools like LinkedIn provide more information about passive talent than recruiters were ever able to get a decade ago.

Now, you can quickly start your passive sourcing by looking for your industry’s top performers and reaching out directly with almost no effort. Then, with a few clicks and keystrokes and you can put a message directly in the passive candidate’s pocket via LinkedIn’s messaging feature.

Posting content on social media platforms will also help your passive sourcing. It provides an excellent opportunity to engage with potential hires who follow your brand. You can show off your employer brand, and encourage them to apply for roles.

Don’t be afraid to get creative too. For example, post a quiz or contest to gamify the experience. You can then follow up on people who engage and demonstrate the right knowledge or skills.

2) Build candidate relationships — patiently

Active candidates want to find work as soon as possible. Passive candidates, on the other hand, can afford to wait until a compelling opportunity appears. Because of this paradigm, the hiring cycle is typically more drawn out with passive candidates.

As hiring managers, it’s therefore important to develop strong relationships with potential candidates. This helps usher passive hires along the longer hiring process.

Bearing this in mind, not all communication with sourced passive candidates has to be tied to an active requisition. Consider sending an email just to check in on how they are doing professionally. This will allow you to get to know more about their skills and experience.

You can also ask questions and try to build a more friendly relationship with them.

For example, if you know they went to college in a city you like to visit, you can mention that. It’s a way to build a human connection and not just make the interaction feel like a transaction.

3) Hone your sales skills

For passive candidates who may be indifferent or even opposed to the idea of changing jobs, recruiters need to really lean on their sales skills. Building a relationship and personalizing messages are the foundation here.

Play up the benefits of working for your organization. Don’t do this by only trying to dazzle them with compensation and benefits. Yes, this is crucial. But you need to take a holistic approach.

Sell them on a more emotional vision. (Perhaps by sharing your company values with them.) Also, talk to your company’s culture and how you envision the candidate being a great fit.

If you have the time, you can do some extra sleuthing and explore how your offer might improve on their current role. For instance, by looking at job postings on their current employer’s website, you might find that their current role doesn’t offer any flexibility. You might then decide to make this a key part of your sales pitch.

You can also pass on some relevant articles that might be of interest. That way you can engage with them in a less obtrusive manner and provide value to them upfront.

4) Ask your employees for referrals

Did you know many employers rank referrals over any other employment tactic?

That’s right. Your current employees are one of your best hiring resources. Why? Because they already have relationships with skilled workers at other companies who might leave for a better role. And you can leverage that relationship. Your employee can vouch for your company.

Of course, your employee also vouches for your new hire.

Referrals are a great source of high-quality talent that you can feel confident in. You can easily gain clearer insights into candidate history and experience, compared to individuals who come through external channels. What’s more, hiring a referred candidate means you don’t have to spend time searching for hires or building trust from nothing.

Not only will hiring a referred candidate make the process quicker and less expensive, but referral hires tend to have higher job satisfaction, making them more likely to refer new candidates too.

5) Reach out to former employees

Your relationship with a previous employee should not end with their last day. There are many benefits to attracting talent that has previously worked in your organization.

For starters, it speeds up the hiring process as you already know them. When a good person leaves, it’s worth adding them to your applicant tracking system. Note their key strengths and skills, ready for when a similar opportunity arises again.

Former employees will also get up to speed faster as they already know your company and its processes. This will feel especially attractive when you consider it takes several months before new hires become fully productive.

To make it easier for former employees to fill roles, it helps to stay engaged with them when they leave. You can do this by keeping them up to date on events from your business with a newsletter.

6) Maintain a clean, easy-to-navigate candidate database

Finally, you need to support your passive sourcing efforts with a hiring platform that comes with a candidate database. Armed with your candidate database you’ll have access to past applicants and interviews that may not have been the right fit at the time but could be worth reaching out to in the future.

In addition to contact info and experience, these databases should document each candidate’s unique strengths and weaknesses using an applicant tracking system. Then, you have strong candidates to contact for future roles that might look a little different than your current openings.

If you’d like to learn how JazzHR can help you and your SMB’s recruiting team level up your passive recruiting strategy (and talent acquisition approach at large), we’re here to talk. Schedule a demo today.