This is the first part of our best practice series where we speak to HR experts to better understand how they leverage our service offering.
In 2018, hiring has become increasingly frustrating and companies are further emphasising the importance of investing in HR. This is a result of the impact being felt by the advancements in HR technologies but also the worldwide tech boom. Companies are asking themselves how HR can directly influence our company’s position in the market? Today, finding the right channel to attract and hire talent, as well as how the overall recruiting process looks has changed. In fact, 72% of German companies rate Digital HR as ‘very important’. Even the candidate experience during the recruiting process becomes evermore important, especially if you want to attract high quality talent. Nearly 60% of job seekers are complaining that they experienced a negative recruitment process in the past and are willing to share this feedback online. In today’s job market, 61% of candidates research company reviews prior to deciding whether to apply thus why it is obvious that investing in creating a good candidate experience is key to a strong recruitment process.
You are most likely wondering what does MoBerries have to do with candidate experience? MoBerries’ platform combines both – hiring talent on-demand and increasing the candidate’s satisfaction simultaneously. This synergy between candidate satisfaction and on-demand hiring leads to a more transparent job market for candidates & HR Managers alike. MoBerries gives new dimensions to the rejection process within recruitment. How? It completely kills it.
We work with 200+ partner companies with whom we speak with daily. To shed light on how some of our best performing partners utilise the MoBerries platform, we asked them about their 3 top tips. Spoiler alert:
- Be quick with getting your hands on top talent before they are gone
- Kill the rejection and share candidates
- Always stay up-to-date!
“I regularly receive e-mails from candidates, thanking us for this amazing tip and that they signed up on MoBerries already!” – Janina Cußmann, Head of HR at MIAMED
1. Keep the frequency on a high level
83% of recruiters are using the MoBerries platform several times a week. On the one hand this allows them to review new candidate profiles while interacting with applicants, but on the other hand this also keeps their vacancies up to date. One of the most important factors to achieve the goal of attracting the right talent is keeping your candidate requirements up to date. Even though the requirements of a certain position are set in the beginning process, the position, or the kind of profile the company is looking for might change throughout the process of interviewing the first candidates. The more specific a position is, the better the chance of finding the right talent quickly.
The same applies to the feedback provided on the company side. The faster the response, the faster the candidates know where you stand but also the better the algorithm gets at sourcing. The neural network technology behind the platform takes feedback into account when generating new matches in real time. In fact, the majority of MoBerries’ partners are hiring at least 1-2 candidates within the first month of using the platform.
2. Speed is everything
On average, a job seeker on MoBerries needs 23 days to find the job they have been looking for. This further highlights the importance of Recruiters and HR Managers being fast with contacting candidates right away (which brings us back to keeping the log in frequency at a high level). Always consider: Being the first to get your hands on a super hot talent might be the deciding factor for which a candidate chooses your company (over your competitors’). A staggering 79% of candidates emphasised that hearing back from the company within 48 hours after applying for a position significantly increased their interest in proceeding with the process. While candidates that do not hear back from a company within a 72-hour window tend to reconsider their application or rather proceed with other companies. The more time that passes between the application and first contact, the more likely it becomes that the candidate decides to proceed with another company. Always keep in mind that qualified talent is off the market quickly.
3. Sharing redundant, rejected, unneeded or referred candidates
Many companies have in the past tried to replicate the MoBerries’ approach to HR. As they say: Imitation is the greatest form of flattery. The difference lies within the deep analysis and understanding of both our company partners as well as candidates and their standing in today’s talent market. Since the beginning we have tirelessly invested in building out our Neural Network. What is this you ask?
Machine learning can be broken down into two definitions:
- The first being the field of computer science, which deals with designing systems that can learn without inputting instructions.
- The second definition is the process by which a machine learns or teaches itself without explicit instructions. An example of this would be how the AlphaZero computer program leveraged machine learning to teach itself chess. This is what a neural network entails, is the ability to leverage machine learning to learn and improve without instructions about how to do so. Simply, neural networks are a sub-category of machine learning.
We apply these concepts to how candidates are interacting in real time with the jobs & the specific hiring managers, and with regards to how HR managers are reacting to the candidates and adjusting their searches & messaging. The system analyses candidates which have been referred by the respective companies and processes this information to improve the candidate matching. Sharing is truly caring! Additionally, based on a partners’ activity, the system can prioritise job openings to generate even more matches. This is not only helping companies with finding the right talent, but also helps strengthening their brand awareness and circumvent a poor candidate experience. The results of our latest March 2018 survey speak for themselves – 86% of candidates whom were referred to the MoBerries network after being declined by a company rated the process as ‘helpful’. They appreciate the recommendation’ and would apply to the same company again in the future.
‘Candidates are reaching out after being rejected and telling us how happy they are about this tip.’ – Daniela Neukirchinger, Sr. HR Manager at URBANARA
You are interested in more information on how to strengthen your employer branding? Click here!
What is the best way to refer candidates to the network?
The fact that most of our partners receive an average of 150-200 applications from other channels every month makes it almost impossible to send a personalised rejection email to every candidate. Therefore, most recruiters tend to send out standard templates. This brings up the challenge of making the candidate not feel like only one out of a hundred other applicants. How do you offer a personalised approach which is scalable and will not kill your time as a recruiter?
This can be achieved by simply adding a personal referral and where the MoBerries referral program steps in. Our mission: Killing the rejection! Every candidate deserves to feel appreciated. At the same time, we have a holistic belief that candidates should be offered a pathway to progressing in their career. What makes MoBerries different? We not only take the CV into account but also the feedback from their interview process and professional aspirations. This is done by considering and analysing all their interactions on the platform. An analysis of the some of our top sharing partners in the network shows that by integrating the recommendation in the rejection template it changes the perception of the rejection and makes the process feel more personal.
‘We often receive positive feedback from candidates, thanking us for giving them this recommendation even though we reject them’ – Sebastian Stöbe, HR & Recruiting Manager at MoBerries’ partner uberall.
Let’s face it: In 2018, to win the war for talent, you need to build a stack – MoBerries understands this. We are not the only recruiting channel for our partners. But, we can be your stand-alone recruiting solution as well as an additional channel. MoBerries sees itself as a complimentary solution to hiring, adding meaningful insights and analytics to our partners’ hiring funnels.
Special thanks to our interview partners for this series:
Now, it’s your turn! You want to hire talent and increase your candidate experience?