We are always seeking ways to enhance our Candidates’ job seeking, interview and employment experiences and found this survey conducted by LinkedIn to provide some useful insights.

In their second Talent Trends report, LinkedIn explored how Candidates approach the job search journey, from start to hired. The survey included 766 South African professionals, to better understand their attitudes and behavior during each stage of the job search.

Key Insights

To attract and recruit great talent in South Africa here are some important things Recruiters should know:

  • 61 % of the workforce is “passive talent”, not actively seeking new opportunities;
  • Compensation is what matters most to Candidates when making job decisions;
  • South African professionals are more likely to seek new job opportunities than their global counterparts;
  • South African talent will use online channels to pursue new opportunities;
  • Most South African professionals are interested in hearing about job opportunities, irrespective of their level of job satisfaction.

What Talent wants to know First

When reaching out to professionals about new job opportunities, the following information is key to them, in order of importance:

  • Role responsibilities
  • Why you approached them
  • Estimated remuneration range
  • Organisation culture
  • Seniority of role
  • Company mission

LinkedIn InMail Tips

When reaching out to professionals via LinkedIn about new job opportunities, note the following:

  • Reach out to your Followers first
  • Don’t send InMail messages over the weekend as they are much less likely to elicit a response
  • The closer it is to the weekend the less likely talent is to respond to InMail messages

The Interview Experience

  • The majority of talent say that a negative interview experience can change their mind about a role or company they liked, whilst a positive interview experience can change their mind about a role or company they doubted;
  • The majority of talent say the most important interview is with their prospective Manager;
  • The interview experience is the major factor in the decision on whether talent joins an organization or continues on their job search journey.

Interview Priorities

The people that talent wish to meet on interview day, in order of importance, are:

  • Their prospective Manager
  • An Executive
  • A team member
  • A Recruiter
  • An Employee on another team

What matters to talent on interview day, in order of importance are:

  • Getting business questions answered
  • Receiving interview follow-up
  • Having a discussion with leadership
  • Experiencing the organisation’s culture
  • Having clear logistics (time and location) in advance

Post-Interview

Once the interview has been concluded it is important to stay connected to Candidates, as they want to receive updates about the progress of their application. They want to hear from you:

  • Whenever you have an update
  • When you have an offer to extend
  • From time to time regardless of whether you have an update
  • To decline their application

Professionals also prefer to receive good news telephonically and bad news via email.

Top Job Consideration Factors

When a Candidate is considering a job offer there are some factors which are very important to them and others which are not. You can increase your Candidate acceptance rate by knowing their order of importance:

  • Compensation
  • Opportunities for advancement
  • Enhanced work/life balance
  • Enhanced professional development
  • More challenging work
  • Enhanced skill set fit
  • Increased job security
  • More influential role
  • Better organization culture
  • Positive community impact