Skip to main content

10 Spooky Recruitment Facts

Recruiting as a startup can be a terrifying endeavour. There is so much to think about and sometimes only a scarily tight budget to make it all happen. Though recruiting can be a long process, building out your employer brand to attract and entice people will benefit you in the short and long term. We don’t mean to spook you, but we’ve rounded up some of the 10 spookiest recruitment facts we could find, as well as how to combat them!  

 

1. 93% of employers are hiring in 2022 — up from 82% in 2021 

The first one is a big ‘un! More companies than ever are hiring, which means as a startup, you have a lot of competition for top talent. This can be especially tough if you don’t have the same resources to offer your potential candidates as a big company would. We have a blog laid out for how to fix some of your hiring problems. We also highly encourage you to hone in on what makes your startup special and what gives you an edge in the hiring market.   

 

2. Confidence in finding the right candidate is now about 91%, which is a 4% drop from 2020 

With the need for hiring up, it’s pretty darn scary that the confidence in hiring is down! Markets are changing, demands and expectations are different, and the generation that makes up the bulk of top talent is slowly shifting from Millennial to Gen-Z. The hiring world is always evolving. The best remedy? Making sure your recruitment strategy is up to date to take on the current challenges. The clearer your message is, the more likely you will have applicants who are a good fit for your startup and the role you seek to fill.  

 

3. The length and complexity of your hiring process matters — 60% of candidates have quit a job application process midway because of the time or complexity 

This is not a new stat and we have written plenty of articles about the hiring process and why companies need to keep the timeline tight. When it’s a job seekers’ market, they don’t need to wait! Here, communication is key. Be available to answer questions, give them a timeline of how things are moving along, and make sure that timeline doesn’t involve them waiting too long for an answer.  

 

4. Providing zero feedback after a rejection doubles the likelihood that the candidate will not apply for, or do business with, your startup ever again 

Losing candidates is one thing, but losing business, too? Yikes. Even if someone isn’t the right fit for a particular role, giving them a bit of feedback after a rejection can remedy things. They may apply for new roles with you in the future, you can keep their resume on file for a better match later, and, if they applied for the job, chances are they like your product, so why not keep that bridge intact? When a little feedback goes a long way, it’s worthwhile to take a moment and provide it.  

 

5. 89% of candidates think an employer’s career website is important for deciding if they want the job  

What kind of shape is your career page in? Just because you aren’t a big, established company, or you rely on social media for your recruitment marketing strategy, potential talent is still going to land on your career page eventually. You need to ensure you’re giving potential talent what they need so that they A) know exactly what the role is, B) how to apply for said job, and C) understand how they will fit into your company.  We have a list of four mistakes you should avoid making on your startup’s career page. Don’t scare them away with your webpage! 

 

6. Almost ¾ of applicants will only apply to a company that matches their values  

Remember that key sentence just above: “How will they fit into your company?”. Clearly stating and articulating your company values is exceptionally important. These days, a lot of working talent cares more about the impact the company they work for has on the world than factors like a ping pong table. Make sure you take the time now to define what your company’s values are because missing out on a huge chunk of the candidate market just because your they aren’t clear would be a huge mistake. 

via GIPHY

7. 89% of candidates check out your business before applying for a job 

Who DOESN’T have nightmares about being stalked? Well… your potential hires are watching you. What do your social media, career page, website, and reviews say about what it’s like to work at your startup? When it comes to your brand and your reputation, make sure you’re putting your best foot forward. Fill your feed with valuable things, follow and engage with other businesses that uphold the same values, have employees share their experiences, and make sure you read these other tips on our blog 

8. 86% of women and 67% of men in the United States won’t work for a company that has a bad reputation

Have you read your reviews lately? Have you responded to comments or engaged with negative posts on your social media? All of these pieces go towards your reputation, and while bad reviews can be a big deal, how you handle them and respond to them can be an even bigger deal. You don’t want to be that big, bad villain company, and candidates don’t want to work for you if you are. If bad reviews get you spooked, we’ve got a blog post to help you shake it off and turn it into a productive exercise.  

 

9. A recent Upwork survey found that 61% of companies couldn’t complete their work due to a lack of skills or manpower 

Not being able to hire? Now that’s scary. You’ve worked so hard to put your startup together, find the product you’re passionate about, and land the capital to make it happen. Now, you need to find the right people to continue the growth trajectory you’re aiming for. There are a few ways to make sure your team has enough people in it and can do the kind of work you need them to:  

  • Identify the roles that are absolutely necessary for your company and prepare to begin hiring for them in advance 
  • Look for candidates who are versatile and could work in a variety of roles 
  • Identify which skills are necessary versus ones that can be taught 

Because of budget limitations, startups need to really hone in on crucial roles and target their recruitment marketing campaigns in the right places. Of course, we have tips for that too 

 

10. One quarter of job seekers would turn down a job offer if remote work wasn’t an option 

The shift to remote work and hybrid work situations is here to stay. If you haven’t built your company to adapt to this new and highly desirable set up, you might be fighting for a smaller candidate pool. If remote work doesn’t function for your business, that’s totally okay! But you’ll need to focus your recruitment efforts on a demographic that doesn’t want that perk. However, if you want to capture a larger group of candidates and have the flexibility to add a hybrid or remote aspect to your company, it can help you bring in even more resumes.

Related Posts

Covid-Working

Use COVID-19 to Improve Your Recruitment Process

Teresa Tam’s recent announcement on the continuation of COVID-19 restrictions may have some business owners wondering how they can continue to attract employees when they cannot use pre-corona tactics. Getting creative with a new employer value proposition (EVP) may be daunting, but it is not impossible. Check out our blog post to learn how to adjust your EVP so that it responds to the pandemic in a way that allows your hiring to excel, not falter.

Keep reading

Which social media platform is best for recruiting?

Understand the most effective social media platforms to align with your recruitment strategy. No one platform is the holy grail of recruitment, nor are they all good or all bad. But with the right savvy, strategy, and mix of networks, you can run a successful campaign for any role — from entry-level to senior positions.

Keep reading

Join our Community

Return to top