According to the 2012 Candidate Behavior Study, 86 percent of IT/engineering workers say they are actively looking for a job or are open to new opportunities, and 81 percent of health care workers say the same.
Of course, this finding doesn’t mean they’ll say yes to the first opportunity that comes along. “Since the demand for these fields is so high and the competition is so intense, it’s vital for employers to know what their differentiators are when it comes to engaging IT and health care talent,” says Kassandra Barnes, Content and Research Manager at CareerBuilder.
Barnes adds that because IT and health care candidates have so many opportunities, they really take the time to evaluate potential employers during their job searches. According to the survey, the average job search for IT and health care candidates spans 47 and 39 weeks, respectively (compared with other industries, where the average job search lasts between 25 and 35 weeks).
One way employers can differentiate themselves in front of these candidates is by providing a positive application experience. When asked about their job search experience, nearly half of health care professionals (45 percent) strongly agreed that their experience during the application process made an impact on their decision to accept a position – for better or for worse. A significant number of IT candidates (29 percent) said the same.
These results are just the latest findings that point to the importance of creating a positive candidate experience. A separate CareerBuilder study about how the application experience affects candidate behavior indicates that a company’s reputation played a significant role in candidates’ decision to apply. This finding underscores the need for employers to build their brand as a best company to work for.
The availability of interesting assignments and advancement opportunities were also among the top reasons candidates decided to apply, indicating the importance of highlighting these types of benefits when communicating your brand message. The survey also found that failing to communicate with candidates once they’ve applied is a quick way to turn them off, along with making the application process itself too difficult, too tedious or too lengthy.
Engagement Doesn’t End at Acceptance
Beyond the recruitment lessons they hold for employers, the 2012 Candidate Behavior Study findings also speak to the need for employers to put more effort into retaining their current IT and health care talent employees.
“Employers need to be aware that just because someone signed an offer to work for them doesn’t mean the engagement stops there,” Barnes says. “What keeps an employee happy may not be the same thing that brought them in the door, so clear retention strategies are vital for these highly in-demand candidates.”
All of these findings stem from the 2012 Candidate Behavior study, which you can learn more about at www.careerbuilder.com/candidatebehaviorRelated