In a highly competitive employment market, where the Australian unemployment rate remains low at 4.1%, the recruitment processes of all organisations are increasingly under scrutiny from job seekers. This is particularly the case for frontline workforces, including healthcare, aged care, childcare, retail and hospitality, which have been under more pressure than ever before over the past three years and are facing ongoing staff shortages. The Australian Government’s latest ‘Skills Shortage Quarterly’ report showed occupation shortages in a number of frontline occupations, but particularly in healthcare which still has a low job fill rate of 56% and hospitality which experienced a decline in its job fill rate to sit under 60%.
"With the job market being so competitive, employers really need to nail that first impression. The hiring process can make or break whether someone even applies, let alone wants to work for a company. So, if a business isn't hitting the mark in every step of the recruitment journey, they're going to have a tough time snagging top talent,” said Holly Barnes, Chief People Officer of Humanforce.
In Humanforce’s recent survey of Australian workers, the element of the recruitment process that was of highest importance to Australian workers was clear communication (94%). This strongly aligns with the pain points identified by respondents - 69% attributed their decision to abandon an application to complex instructions or unclear requirements, while around 50% expressed considerable frustration over inadequate communication from employers.
Arduous recruitment processes are a major barrier in attracting new talent, with 87% of respondents stating they were unlikely to accept a job offer from an organisation who had a lengthy or confusing hiring process. Additionally, 28% of Australian workers have abandoned a job application due to a lack of transparency around the recruitment timeline.
Highlighting the negative impact that a complicated recruitment processes can have on the overall perception of a business, almost all (95% of respondents) shared the belief that a company’s recruitment process mirrors its actual work culture.
"How a company handles its hiring process can give you a sneak peek into its culture. If it's all confusing and complicated, or arduous for candidates, they're going to think, 'Is this what working here will be like?' And ultimately that could sway their decision to take the job.
"These days, people want jobs that fit into their lives. Flexibility's a big factor. So, if a company's making you jump through hoops just to apply, it's really sending the message that maybe it's not the easiest or most flexible place to work," explained Barnes.
In a competitive job market, organistations are under more pressure to show themselves as an employer of choice by introducing streamlined systems that support new and existing workers. Advanced employee-centred and intelligent human capital management (HCM) solutions which help both employers and employees automate tasks such as shift management, onboarding, training, engagement, leave management, wellbeing and pay can help organisations deliver a positive employee experience and build an enviable employee value proposition (EVP). This approach will not only assist in attracting new talent but also in fostering a work environment that retains workers and keeps them engaged in their work.
