Over Half of Millennials would like to be shown their Desk during the Interview Process, recruitment survey finds
Already the largest generation in the workplace, by 2020 millennials are forecast to make up 35% of the global workforce. In an increasingly candidate-led market, it’s crucial to appeal to millennial job seekers more than ever before, as employers compete to attract and retain top talent.
It is vital that HR teams utilise the latest data to tailor their interview process to appeal to candidates, or risk losing out to their competitors.
A new survey asked millennials how the interview process could be improved, with the findings discovering a need to focus on assimilation, feedback and transparency:
- When asked how the interview process could be improved, over half (53%) of the respondents said they wanted to be shown where they would be sitting should they get the job
- 59% of millennials stated that receiving feedback after an unsuccessful interview would make the whole interview process better – this is not new, so why are companies still not doing it?
- 60% of millennials want more transparency regarding salary before an interview takes place
When asked for other ways in which the interview process could be improved, a third of millennials chose the ability to interview remotely for preliminary interviews
Don Byrne, recruitment sector consultant at Cheeky Munkey, states:
‘As employers compete to attract and retain the best talent, HR teams must ensure that the interview process is as appealing as possible to every candidate. The survey emphasises areas of key importance to millennials when they are choosing an agency.
60% of the millennial respondents stated salary transparency is a must ahead of an interview, so ensure this information is readily available to the interviewee. Despite companies often failing to provide post-interview feedback to unsuccessful candidates, millennial job seekers place a real value on this, with nearly 59% of those surveyed stating they would expect to hear from a company whether they were successful or not. Employers should ensure they have a robust procedure in place to provide feedback to successful and unsuccessful candidates alike.
It is vital that HR teams utilise the latest data to tailor their interview process to appeal to candidates, or risk losing out to their competitors.’
If you would like to to find out more about this new survey, please visit: