Jobvite 2020 Job Seeker Nation Report HR.com Inspire

When Change is the Only Constant:
Understanding the Job Seeker in Today’s Market
Friday, June 26th, 2020

Today’s Participants
Andre Boulais
Sr. Director, Professional Services
Jobvite
Jeffrey K. Rohrs
Chief Marketing Officer
Jobvite

About Jobvite
Jobvite is leading the next wave of talent
acquisition innovation with a candidate-centric
recruiting model that helps companies engage
candidates with meaningful experiences at the
right time, in the right way, from first look to first
day.
The Jobvite Talent Acquisition Suite weaves
together automation and intelligence to help
you recruit, hire, and onboard with increased
speed, quality, and cost-effectiveness.

About The Job Seeker Nation Report
The 2020 Job Seeker Nation Report marks
the 11th year that Jobvite has produced its in-
depth look at the behaviors, views, and
preferences of the modern American workforce.
Unlike previous editions, however, the 2020
edition is based on two surveys of over 1,500
job seekers ⎼ one in February 2020 and one in
April 2020. The resulting comparative data
provides talent acquisition professionals with a
glimpse at how the COVID-19 response is
impacting job seeker attitudes and perceptions.

Top Insights from the 2020 Job Seeker Nation Report
1. The Ground Has Shifted
2. The Stress is Real
3. Employer Brand Matters
4. Candidates are Craving Personalization
5. Candidate Experience Has Consequences
6. Communication Preferences Are Evolving
7. Candidates Desire Stability & Internal Mobility
8. You’re Missing Opportunities for Referrals
9. It’s Time to Automate

Insight #1: The Pendulum Has Swung

Key Takeaways #1:
Finding a job is now more difficult.
Don’t make applying for one more difficult as well.
1. Simplify your application process. Assess steps and time to apply.
2. Mobile-ize especially for roles where it matters most. Not only mobile-
enabled but also mobile-optimized.
3. Review and assess your disposition process.

Insight
#2:
The
Stress
Is
Real

Insight
#2:
The
Stress
Is
Real
www.feedingamerica.org

Key Takeaways #2:
Lead with compassion, patience, and understanding.
1. Alleviate candidate stress wherever possible. Offer on-demand (video)
interview coaching (Jobvite Remote Recruiting webinar).
2. Alleviate recruiter stress wherever possible. The pandemic response is
causing all of us to juggle home and family in unexpected ways that
continue to evolve.
3. Consider helping where you can. www.feedingamerica.org

Insight #3: Employer Brand Matters

Key Takeaways #3:
Your employer brand is the sum of experiences your former and
current employees share. How you act in crisis may define your brand
for years to come.
1. Proactively monitor, manage, and respond thoughtfully to online
employment reviews.
2. Review, revise, and optimize your career site from a candidate
perspective.
3. Encourage employee pride and engagement on LinkedIn, Glassdoor,
and other social channels important to your candidate pool.

Insight #4:
Candidates Crave Personalization

Key Takeaways #4:
Personalization remains a way to accelerate response and gain a
competitive advantage with in-demand candidates.
1. Develop candidate personas.
2. Build audience plans.
3. Develop one-to-one communication plans (text, email, phone).
4. Develop fresh, relevant content that can be used to attract different,
desirable candidate types.

Insight #5: Candidate Experience Has Consequences

Key Takeaways #5:
A great candidate experience doesn’t happen by accident. It takes
planning, process, attention to detail, and a commitment to ongoing
improvement.
1. Measure candidate experience.
2. Audit candidate communications at each stage of the journey.
3. Implement a silver medalist program. Most likely 10-20% of candidates
not chosen – but they may be a good fit elsewhere.

Insight #6: Communication Preferences Are Evolving

Key Takeaways #6:
Communications preferences continue to evolve. As candidate journeys
progress, move to channels that allow for maximum personalization.
1. First, meet your candidates where they are. Every candidate is unique.
2. Audit your communication cadence and channels.
3. Assess which communications are right for email vs. text vs. phone vs.
chatbot vs. social vs. video.
4. Prepare late stage candidates to use your preferred communications
channels.

Insight #7: Candidates Desire Stability & Internal Mobility

Key Takeaways #7:
Job stability and internal mobility may quickly become “the new black.”
1. Provide high performers and key players with clear career paths.
2. Develop mentorship programs for internal talent.
3. Revisit your Resource Plan. Complete a skills inventory to assess internal
talent vs. anticipated needs.
4. Create or optimize your Internal Mobility program.

Insight #8:
You’re Missing Opportunities for Referrals

Key Takeaways #8:
Great employees want to help great people join your team.
1. Create a Referral Program. Consider a one-day referral program.
2. Incentivize top talent to attract top talent. Now could be the best time ever.
3. Redeploy recruiting coordinator(s) to tackle referral program promotion and
screening.

Insight #9: It’s Time to Automate

Key Takeaways #9:
Historic unemployment combined with rapid rehiring in the face of
smaller talent acquisition teams is the recipe for automation.
1. Find repeatable processes in your recruiting workflow. They are the best
candidates for automation.
2. Automation should power personalization, not lose it.
3. Join us for www.thesummertoevolve.com

Remember…
• It’s now an employer market
• Counter stress with compassion
• Employer brand is employer action
• Candidates crave personalization
• Candidate experience shapes perception
• Communication preferences shape response
• Stability & mobility are “the new black”
• Great employees refer great candidates
• The time to automate is now

Jobvite 2020 Job Seeker Nation Report HR.com Inspire

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