This session looked at how to attract, assess and keep Gen Z candidates in early careers hiring, from first search to the first months in the job. HRreview's James Marsh hosted, with Amber Harris of Aon and Steve Ehrlich of Radancy.
Amber Harris, Assessment and Talent Expert, Aon; Steve Ehrlich, SVP Global Client Development, Radancy. Hosted by James Marsh, HRreview.
Steve Ehrlich said candidates may take a job because of your employer value proposition, but they find it by searching for a location or a type of role. A candidate arriving from a search engine sees the job, not your homepage, so each vacancy should work as a landing page in its own right.
Ehrlich said referrals should make up around 30% of hires, but Radancy finds fewer than 4% of organisations reach that level. Gen Z students say a referral is their number one way of discovering an employer, and they trust what friends say more than what the company says about itself.
Amber Harris argued that cutting the process to the fewest clicks brings in the wrong people and gives you no data to decide with. Layer short assessments, built around your values, into a process of about 30 to 40 minutes, and explain to candidates why each step is there.
Faced with high volumes, some employers set a hard cut-off on one test and take the top scorers. Harris said this is where adverse impact creeps in and you end up hiring 'mini-mes'. Screen in layers and check every stage for adverse impact.
Harris said there is no excuse for leaving people without feedback, even at volume: automated screening can show each candidate their strengths and development areas. Ehrlich added that feedback starts with the first acknowledgement email.
Radancy's candidate-journey data shows that people who visited Glassdoor tended to look at several sources and were more considered. By Radancy's figures they were 50 to 60% more likely to be hired, not just to apply.
Radancy's candidate-journey data suggests people who check Glassdoor are more considered candidates, and much more likely to be hired.
The closing Q&A: giving feedback to hundreds of candidates, telling stories about what a recruit will achieve, and what smaller employers can do on a limited budget.
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