Insights from ManpowerGroup Solutions’ Global Candidate Preferences SurveySwipe Right:Candidate TechnologyPreferences Duringthe Job SearchContents1|Introductionpg 32|New Insights pg 43|Key Considerations for Engaging Candidateswith Technologypgs 11-144|Conclusion pg 155|More About the Respondentspg 15Introduction2|Human Resource professionals would attest to the notion thattechnology has changed everything when it comes to attractingand hiring top talent. Technology is embedded in everything wedo and it has affected most (or nearly all) aspects of the hiringcycle. Candidates use technology to search and apply for jobs.Employers use technology to engage candidates, build talentcommunities and interview prospects. Yet, what is not widelyknown is how candidate preferences about technology can beleveraged by employers. How can companies use technology toensure a competitive advantage in today’s war for talent淘宝店铺“Vivian研报”首次收集整理获取最新报告及后续更新服务请在淘宝搜索店铺“Vivian研报”或直接用手机淘宝扫描下方二维码Swipe Right|3Candidates have reached the tipping point for usingmobile devices to apply for jobs and most employersare ill-equipped to respond. In fact, more than half ofglobal candidates would like to use mobile appsto apply for jobs from their smartphones. And thenumber of candidates who actually search for and applyto jobs via apps has increased signifcantly. Maybe that iswhy the Talent Tech Labs 2017 State of Talent AcquisitionReport found that 45 percent of HR leaders believecandidate-sourcing technology is the area most likely tosee rapid investment.Beyond simply applying for a job, technology is pervasivein every step of the recruitment lifecycle. Chatbotsare initiating conversations and answering questions.Text messaging is replacing email. And companiesare increasingly looking to video technology to screencandidates. While many HR executives espouse theconventional wisdom that age is the driving factor ininterview preferences, new data suggests that gendermay also play a role.Moreover, the differences in technology preferencesand usage among passive candidates suggest thattechnology should take a backseat to other strategies,such as a powerful recruiting message, when it comes tosuccessful engagement.To better understand how employers can leverageglobal candidate preferences and perceptions,ManpowerGroup Solutions, the world’s largestRecruitment Process Outsourcing (RPO) provider, wentdirectly to the source — candidates. In the 2016 GlobalCandidate Preferences Survey, nearly 14,000 individualsin the workforce between the ages of 18 and 65 sharedwhat matters to them in the job search process. Thestudy asked candidates in 19 infuential countries acrossthe globe.This report provides new insights into candidatetechnology preferences including global trends andcountry nuances. The research also reveals that theadoption of recruiting technology is light yearsbehind consumer marketing technology. Candidates’expectations for job searching are being driven more bycontemporary dating apps than by current job searchprotocols. This report highlights what candidates need,want and expect from technology in the job searchprocess and suggests new strategies employers can useto attract, develop and retain skilled talent.Introduction14,000currently inthe workforceages18-65Candidates shared what matters mostto them in the job search processGLOBAL CANDIDATE PREFERENCES SURVEYWe askedin19employment countries across the globeinfluentialNewInsights4|Global trends and countrynuances of candidatetechnology preferencesFrom how they use apps to how theywant to interview, preferences vary bycountry, age and gender.
。。。以上简介无排版格式，详细内容请下载查看