候选人对找工作的真实感受是怎么样的？How Candidates REALLY Feel About the Job Search我不认为我们中的任何一个人会对一般人不喜欢找工作感到惊讶。
Hired最近的一项调查发现，83％的人因求职而受到压力，73％的人认为得到根管，69％的人认为被困在电梯中是有压力的。
随着今天失业率的降低，组织终于开始投资候选人经验，作为吸引人才的竞争优势。但是候选人真的想要什么呢？招聘团队可以做些什么来为寻找工作做出切实的改变？
候选人谈论求职，chatbots，等等
最近，我走上街头向人们询问他们找工作的经历。我问他们最大的求职宠物是什么，招聘人员可以做些什么来改善工作申请，他们对chatbots的感受，等等。
第一：回复每个候选人
尽管候选人仍然首选人情味，但首先得到他们的应用的承认是提高候选人经验的最低水平。事实上，CareerBuilder发现求职者中有33％希望在申请之后收到一封自动发送的电子邮件，这些邮件概述了流程中接下来的步骤。
由于现在有大量的招聘软件和工具可供使用，因此在合理的时间范围内不回复候选人的做法已经不再是可以避免的了，特别是随着短信和聊天机器人在招聘环境中日益普遍。
第二：加快你的过程
实际上被问到的候选人，“ 一旦你申请到公司的工作，下列哪一个行动建立信任？“最高的答复是，” 公司迅速查看你的申请并伸出援助之手，53％的考生选择这个选项。
SHRM对人才招聘专业人员的调查发现，平均需要9天时间才能开始筛选求职者。在候选人驱动的市场中，花这么长时间才能回到候选人身上，是不会再削减的了。
随着人工智能（AI）在采购和筛选方面的最新进展，可以轻松利用技术来自动执行管理任务，加快您的招聘流程。
LinkedIn人才解决方案副总裁Dan Shapero认为，大量采用人工智能是招聘的未来。
正如他所言：“ 过去10年来，被动式人才招聘一直是关键。未来10年将涉及智能招聘。”通过自动化采购和筛选行政部门来加速招聘，让这种情报为你工作。
第三：拥抱像chatbots这样的新工具
由于像Siri和Alexa这样的聊天机器人和虚拟私人助理在我们的个人生活中变得越来越普遍，他们在招聘中的采用只能是不可避免的。
候选人对于聊天机器人等新的交流工具显然是开放的。Allegis发现，66％的候选人都乐意与聊天机器人进行互动。正如视频所述，只要聊天机器人能够提供更多关于求职的信息，他们就会欢迎与张开双臂的人交流。
在视频中提出的另一个有趣的观点是，与人类招聘者相比，一些候选人可能对聊天机器人感到更舒适，因为他们感觉交互会更客观。
最后一个想法是：尽管找工作绝不是一个流行的消遣，但最近在筛选和交流工具方面的创新意味着组织可以采取一些具体措施，使求职变得不那么讨厌和有压力的活动。
以上由AI翻译完成。 作者：JI-A MIN Ji-A Min is the Head Data Scientist at Ideal
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I don’t think any of us would be surprised how much the average person hates looking for a job.
A recent survey by Hired found 83 percent of people get stressed by the job search, compared to 73 percent who consider getting a root canal, and 69 percent who believe getting trapped in an elevator is stressful.
With today’s lower unemployment rates, organizations are finally starting to invest in candidate experience as a competitive differentiator to attract talent. But what do candidates really want? And what can recruiting teams do to make a tangible difference for the job search?
Candidates talk about the job search, chatbots, and more
Recently, I took to the streets to ask people about their experiences with looking for a job. I asked what their biggest job search pet peeve was, what recruiters could do to improve the job applications, how they feel about chatbots, and more.
Takeaway No. 1: Reply to every candidate
Even though candidates still prefer a human touch first and foremost, receiving acknowledgement of their application in the first place is the lowest hanging fruit for improving candidate experience. In fact, CareerBuilder found 33 percent of job seekers want to receive an automated email after they apply which outlines what the next steps in the process are.
With the plethora of recruiting software and tools available these days, not replying back to candidates within a reasonable time frame is no longer excusable, especially as text messaging and chatbots become increasingly common within the recruiting context.
Takeaway No. 2: Speed up your process
Indeed asked candidates, “Once you’ve applied to a job at a company, which of the following actions builds trust?” The top reply was, “The company views your application promptly and reaches out” with 53 percent of candidates picking this option.
A SHRM survey of talent acquisition professionals found it took on average 9 days from posting a job to start screening candidates. In a candidate-driven market, taking this long to get back to candidates is just not going to cut it anymore.
With the recent advances in artificial intelligence (AI) for sourcing and screening, technology can easily be leveraged to automate administrative tasks to speed up your hiring process.
Dan Shapero, LinkedIn’s VP of Talent Solutions, Careers, & Learning believes mass adoption of AI is the future of recruiting.
As he states, “The last 10 years have been all about passive talent recruiting.The next 10 years will be about intelligent recruiting.” Let this intelligence work for you by automating the administrative parts of sourcing and screening candidates to speed up your hiring.
Takeaway No. 3: Embrace new tools like chatbots
As chatbots and virtual personal assistants like Siri and Alexa become more common in our personal lives, their adoption in recruiting is only inevitable.
Candidates are clearly open to new communication tools like chatbots. Allegis found 66 percent of candidates are comfortable interacting with a chatbot. As stated in the video said, as long as the chatbot is able to provide more information about the job search, they’d welcome interacting with one with open arms.
Another interesting point raised in the video is that some candidates may feel more comfortable with a chatbot compared to a human recruiter because they feel the interaction will be more objective.
One final thought: While job searching will never be a popular pastime, recent innovations in screening and communication tools means that organizations can take some concrete measures towards making the job search a less hated and stressful activity.
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