This week, recruiting leaders from across North America are connecting in Austin, Texas, for Interactive – Indeed’s three-day event that brings together the brightest minds in talent attraction.
What stands out most about Interactive is the lineup of speakers and the data-driven stories they have to share about attracting and identifying top talent in our rapidly evolving labor market.
And the speakers from the first round of sessions today did not disappoint. Here are some of the most compelling insights they shared about attracting and identifying transformational talent:
Nearly everyone is actively looking for jobs, including top performers.
Indeed Senior Vice President of Marketing Paul D’Arcy knows there’s much more to top talent than what’s on someone’s resume. During his keynote, D’Arcy unveiled new research about how top performers search for jobs: 92% of top performers say they look for jobs at least a few times a year and 77% look at new jobs monthly.*
The average Fortune 500 company loses up to 9/10 qualified candidates to complex application processes.
After reviewing the apply processes for every Fortune 500 company, we found the average Fortune 500 online job application includes 62.8 screener questions. According to Indeed, there’s an 88.7% candidate abandonment rate for online applications with 45 questions or more. This means these companies risk losing a significant percentage of interested candidates who are unwilling to complete a lengthy application.
Your unconscious mind could be hindering innovation and creativity at work.
NPR science correspondent Shankar Vedantam shared how you could be overlooking the most talented employees in your organization.
Citing examples from science, sports and of course, recruitment, Vedantam revealed that even the most well-meaning among us have biases and unconsciously act on them. These biases prevent us from building transformational teams. Smart organizations ask themselves: How can we set mechanisms in place that protect us from this very human tendency?
Vedantam advises that allowing talent attraction teams to take risks could have the greatest impact. Recruiters ought to be encouraged to bring in candidates who don’t fit a traditional profile, even if it means they sometimes fail.
There’s more to come from the Indeed Interactive show floor. Subscribe to the blog for updates or follow #indeedinteractive on Twitter to join the conversation about these topics and more.