75% of employers plan to hire more, while 50% expect to hire remotely in future
70% of jobseekers have given up on an application because it too long to hear back
Indeed, the world’s number one job site, has announced the launch of its Indeed Hiring Platform, a new virtual solution that allows employers to manage the hiring process – from posting through interview – directly on Indeed, dramatically shortening the time it takes to get candidates into jobs. Employers can automate the process of sourcing, screening and scheduling interviews to concentrate on the human side of hiring – getting to know the candidates.
Job seekers who meet a job’s objective criteria can immediately progress to an interview, providing much-needed transparency in the application process. More than 200,000 job seekers internationally have already connected with employers on Indeed Hiring Platform.
Indeed’s own data shows that job postings in Ireland have already surpassed pre-pandemic levels, up 18% from February 2020. This trend was echoed by a survey the company carried out, which showed that 75% of Irish employers plan to hire more as restrictions ease. With 50% of employers saying they expect their company to hire more staff without having met them in person, it seems virtual hiring is a trend destined to last.
“Our mission is to help people get jobs, and this past year that mission has been more vital than ever,” said Daniel Corcoran, Vice President of Strategy and Operations at Indeed. “In response to the pandemic, companies and job seekers alike have had to adapt and look at new ways of work. Now we’ve connected the dots from job search directly to interview, making hiring simpler, faster, and more human.”
“As Ireland’s job recovery continues, employers need to be able to ramp up hiring quickly but the reality is that the traditional process can often be too slow and leave job seekers in the dark. The direct connections enabled by our new platform solve real problems for job seekers and employers,” he continued. “By taking care of the time consuming administrative tasks, like scheduling interviews, we can dramatically shorten the time it takes to get candidates into jobs, from weeks to days. It also has the added benefit of giving job seekers a direct path to showcase their skills to recruiters and hiring managers.”
Some 62% of jobseekers agreed that if they can get a job interview, they know they can get a job. This rises even further to 71% for those aged 25-34, who often bear the brunt of unemployment. However over half (54%) of jobseekers said they often apply to jobs and never hear back from an employer. 70% said they had even given up on a job application in the past because it took too long to hear back.
Saving time by not needing to travel and more flexibility were the main reasons jobseekers felt virtual interviews were more beneficial than in-person. Unsurprisingly, given those insights, the top three reasons jobseekers gave for missing an in-person interview in the past were that they were unable to get transportation to the interview location, miscommunication about the logistics, and getting stuck in traffic.
42% of jobseekers surveyed said they think the way employers decide who to interview for a job is not fair. Of those who thought that, top reasons cited as to why they think they might not be chosen for an interview were their age (41%), their CV doesn’t fully show their skills (40%), and that their CV doesn’t fully explain their work experience (36%). The gender divide was apparent also with 20% of female jobseekers saying they think employers might unfairly choose not to interview them for a job because of their gender, compared to only 9% of male respondents who said the same.
According to the study, finding quality candidates and the interviews themselves were the main concern for employers when hiring. Most employers felt that using objective criteria, such as screener questions, helped them better understand how a candidate’s skills and qualifications align with the job’s responsibilities. Half also said that it helps them to identify candidates they may not have considered previously, for instance those with non-traditional backgrounds or employment gaps.