New Survey Shows Recruiting Practices Impact on Revenues

BOSTON--(BUSINESS WIRE)--Businesses that fail to align their recruiting practices with their branding strategy risk losing top talent and potential revenue - with social media further amplifying these consequences, according to a new study by Alexander Mann Solutions, a provider of world-class talent and resourcing capability.

“There’s a crucial ‘sliding door’ moment for interviewing candidates. Not only are they potential customers, but during the interviewing process, they also have the potential to become part of the brand”

The global report - which surveyed consumers in the United States, the United Kingdom and China – found that more than half (52 percent) of respondents said a negative interview experience would impact on their purchasing decisions. Fifty-percent of American respondents said a bad interview experience would push them to reconsider buying from the interviewing company, compared to 58 percent in the United Kingdom and 47 percent in China. Of course, netting a few disgruntled customers is an inevitable part of doing business. However, social media now enables a handful of displeased job candidates to quickly spread their dissatisfaction and potentially influence thousands – or even millions – of people. In fact, 75 percent of American respondents said they would be likely to share a negative interview experience with their personal and professional networks. [Read more]

Recruitment Trends: What Else Will We See in 2011?

#2: Social Media for Recruitment:
Social media: It can be really overwhelming. Most of us are familiar with the major social media platforms — and they are playing an increasing role in recruitment as companies realize they must diversify their recruitment efforts to stay on top. Mobile technology is emerging as a recruitment channel, as companies are also realizing the power of texting and mobile apps for recruitment. Even location-based social networking sites like Foursquare have growing possibilities for businesses and recruitment. Tablets like the iPad are also becoming more popular for work use as these devices increase the business applications offered, and companies are beginning to examine the power of tablet applications to help strengthen their employment brand and company profile.

Video interviewing is a trend that more and more businesses (and candidates) are starting to pick up on, and platforms like Skype, the largest network on the Internet, are also becoming more popular for use in interviews or for virtual meetings.

As Creamer and Parkin remind us, social media is just another factor in your recruitment success — it’s not the be-all, end-all answer. Using these mediums can be powerful — but the content you put out and the messages you are sending to candidates and employees must be relevant.

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