By Joe Byrne, CTO Advisor, Cisco AppDynamics
In today’s business landscape, the scarcity of top-tier talent has become a prominent barrier for organizations across different industries. This scarcity significantly hinders their ability to scale operations, launch new initiatives, and stay competitive. As a result, addressing this talent shortage has become an increasingly important priority for governments and business leaders alike.
In the race to secure a position within limited talent pools, organizations are actively striving to showcase an elevated level of employee experience to prospective hires including competitive benefits, well-being initiatives, flexible work arrangements, as well as ample training and career development opportunities. They also have to demonstrate how their organizational values and purpose align with an employee’s own drive and priorities.
However, it’s vital to recognize technology – particularly applications and digital services – now sit at the heart of the recruitment process.Global research by Cisco AppDynamics finds that the average person now uses a total of six applications or digital services when looking for or applying for a new job – and this increases to eight in the U.S. and nine in India.
Today’s job seekers use a wide range of different digital services – including jobs sites, social media, employer websites and employer review sites. With many individuals actively engaging with these services on a daily basis, HR leaders must prioritize optimizing their applications and digital offerings to effectively attract talent. This includes ensuring optimal performance of career pages on their websites, as well as emails and messaging services for candidates. Otherwise, they risk annoying and alienating potential hires.
Jobseekers Demand Seamless Digital Experiences: The Price of Poor Employer Engagement
With people now entirely reliant on digital services to find, research, and apply for new jobs, their expectations for these services have reached unprecedented heights. 97 per cent of jobseekers state it is important the applications they use to find and apply for jobs provide a fast and seamless experience, without any delays or disruption. Additionally, 64 per cent claim that if these applications fail to perform, it puts them off working for the potential employer.
For employers, this is a clear message. message – Iftheir recruitment-focused applications and digital services suffer from disruption or downtime, they are jeopardizing their chances of attracting almost two-thirds of potential new hires.
Individuals now seek an equivalent digital experience from their employer or prospective employer, mirroring the standards they encounter in other aspects of their lives. When searching for and applying for a new job, they anticipate a comparable level of experience to that of streaming movies and music, ordering groceries, or connecting with friends online. HR leaders need to recognize that people are no longer willing to accept second rate digital experiences just because applications and digital services are work-related. They also need to be aware that people’s reactions when they encounter poorly performing applications are now incredibly strong. 73 per cent of people admit that they would feel anxious and angry if the applications they were using to find and apply for a new job didn’t perform properly.
Maximizing application performance: Employers’ winning strategy in the war for talent
The message from job seekers to potential employers is clear – they simply won’t put up with disruption or downtime when using jobs-related digital services. In fact, more than half claim that employers have only one shot to impress them with their digital services. There are no second chances.
This is why it’s so essential for HR leaders to work with their IT departments to ensure that they are providing potential hires with fast and seamless experiences at every stage of the recruitment process.
Currently, many organizations are struggling to manage application availability and performance within multi-cloud and hybrid environments. Technologists don’t have the unified visibility they need to get a clear line of sight on applications running across on-premises and cloud native environments and this makes it extremely difficult for them to identify and troubleshoot issues before they impact end users – whether that be customers, current employees or potential new recruits.
To mitigate this risk, organizations need to implement an observability solution which spans across both cloud native and on-premises environments and allows technologists to monitor the health of key business transactions distributed across their entire technology landscape. With real-time insights from the business transaction’s telemetry data, technologists can swiftly understand the root cause of issues and expedite resolution, so that applications are operating at peak performance at all times.
Significantly, the research shows that employers that can deliver seamless digital experiences can take a big step towards becoming an employer of choice for candidates. 78 per cent of people claim that they would want to work for an employer that provides brilliant, seamless digital experiences throughout the recruitment process.
In the current competitive job market, where HR leaders are actively seeking any advantage over their competitors, prioritizing digital experiences throughout the recruitment process can be a potential game-changer. By prioritizing digital experiences throughout the recruitment process, employers have the opportunity to gain a significant edge and attract the top-talent necessary for their growth and success.
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This entry was posted on June 1, 2023 at 10:07 am and is filed under Commentary with tags Cisco. You can follow any responses to this entry through the RSS 2.0 feed.
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Guest Post: Unlocking Talent Potential: How Digital Experience Drives Employers’ Recruitment Efforts
By Joe Byrne, CTO Advisor, Cisco AppDynamics
In today’s business landscape, the scarcity of top-tier talent has become a prominent barrier for organizations across different industries. This scarcity significantly hinders their ability to scale operations, launch new initiatives, and stay competitive. As a result, addressing this talent shortage has become an increasingly important priority for governments and business leaders alike.
In the race to secure a position within limited talent pools, organizations are actively striving to showcase an elevated level of employee experience to prospective hires including competitive benefits, well-being initiatives, flexible work arrangements, as well as ample training and career development opportunities. They also have to demonstrate how their organizational values and purpose align with an employee’s own drive and priorities.
However, it’s vital to recognize technology – particularly applications and digital services – now sit at the heart of the recruitment process.Global research by Cisco AppDynamics finds that the average person now uses a total of six applications or digital services when looking for or applying for a new job – and this increases to eight in the U.S. and nine in India.
Today’s job seekers use a wide range of different digital services – including jobs sites, social media, employer websites and employer review sites. With many individuals actively engaging with these services on a daily basis, HR leaders must prioritize optimizing their applications and digital offerings to effectively attract talent. This includes ensuring optimal performance of career pages on their websites, as well as emails and messaging services for candidates. Otherwise, they risk annoying and alienating potential hires.
Jobseekers Demand Seamless Digital Experiences: The Price of Poor Employer Engagement
With people now entirely reliant on digital services to find, research, and apply for new jobs, their expectations for these services have reached unprecedented heights. 97 per cent of jobseekers state it is important the applications they use to find and apply for jobs provide a fast and seamless experience, without any delays or disruption. Additionally, 64 per cent claim that if these applications fail to perform, it puts them off working for the potential employer.
For employers, this is a clear message. message – Iftheir recruitment-focused applications and digital services suffer from disruption or downtime, they are jeopardizing their chances of attracting almost two-thirds of potential new hires.
Individuals now seek an equivalent digital experience from their employer or prospective employer, mirroring the standards they encounter in other aspects of their lives. When searching for and applying for a new job, they anticipate a comparable level of experience to that of streaming movies and music, ordering groceries, or connecting with friends online. HR leaders need to recognize that people are no longer willing to accept second rate digital experiences just because applications and digital services are work-related. They also need to be aware that people’s reactions when they encounter poorly performing applications are now incredibly strong. 73 per cent of people admit that they would feel anxious and angry if the applications they were using to find and apply for a new job didn’t perform properly.
Maximizing application performance: Employers’ winning strategy in the war for talent
The message from job seekers to potential employers is clear – they simply won’t put up with disruption or downtime when using jobs-related digital services. In fact, more than half claim that employers have only one shot to impress them with their digital services. There are no second chances.
This is why it’s so essential for HR leaders to work with their IT departments to ensure that they are providing potential hires with fast and seamless experiences at every stage of the recruitment process.
Currently, many organizations are struggling to manage application availability and performance within multi-cloud and hybrid environments. Technologists don’t have the unified visibility they need to get a clear line of sight on applications running across on-premises and cloud native environments and this makes it extremely difficult for them to identify and troubleshoot issues before they impact end users – whether that be customers, current employees or potential new recruits.
To mitigate this risk, organizations need to implement an observability solution which spans across both cloud native and on-premises environments and allows technologists to monitor the health of key business transactions distributed across their entire technology landscape. With real-time insights from the business transaction’s telemetry data, technologists can swiftly understand the root cause of issues and expedite resolution, so that applications are operating at peak performance at all times.
Significantly, the research shows that employers that can deliver seamless digital experiences can take a big step towards becoming an employer of choice for candidates. 78 per cent of people claim that they would want to work for an employer that provides brilliant, seamless digital experiences throughout the recruitment process.
In the current competitive job market, where HR leaders are actively seeking any advantage over their competitors, prioritizing digital experiences throughout the recruitment process can be a potential game-changer. By prioritizing digital experiences throughout the recruitment process, employers have the opportunity to gain a significant edge and attract the top-talent necessary for their growth and success.
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This entry was posted on June 1, 2023 at 10:07 am and is filed under Commentary with tags Cisco. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.