(The following is the second of a four-part series on recruitment strategies and tactics recently used by Madison+Main for our clients. Over the last three months, Madison+Main has been supercharging recruitment campaigns. The results have been amazing. Hope you find it useful.)
It’s easy to forget that job candidates are also consumers. Typically, Hiring Managers think of them as simply applicants. The job is the reason they’re here. But if we think of them as consumers and see why they’re drawn to companies like Amazon, Airbnb, and Netflix, then we can help make the hiring process more like shopping than “applying for a job.” Most consumer-focused companies have online systems that put the customer shopping experience above everything else. They anticipate what they want and deliver options to make the experience easy.
Compare that to the “black hole” of most company’s job application page…or pages. We recently found a company job portal that had 84 fields to fill out and a process that dove down nine pages. In the end, there was no confirmation that the application was successfully submitted. Ugh. More than 50% of respondents quit after the first page.
Our clients at Pinnacle Living, on the other hand, have a great careers page and easy-to-use application process. Once we send applicants there through Facebook, Snapchat, and Google Ads, applicants simply type in their name and upload a resume. Jolla! Done! Results have been very successful, more than doubling visits to their careers page.
Lesson: Treat your prospective employee as a shopper, not as a “job applicant.” Give them an easy, customer-focused experience and we promise you’ll get more hires.