HOW CANDIDATE EXPERIENCE IS TRANSFORMING HR TECHNOLOGY

HOW CANDIDATE EXPERIENCE IS TRANSFORMING HR TECHNOLOGY 2014 CareerBuilder 2014 CareerBuilder

TABLE OF CONTENTS Page Methodology / Objectives 3 Executive Summary 5 Detailed Findings Human Resource Metrics 10 The Application Process Employers 28 Mobile Devices Employers 41 Candidate s Perception of Application Process Job Seekers 49 Firmographic Profile Employers 62 Demographic Profile Employers 66 Firmographic Profile Job Seekers 68 Demographic Profile Job Seekers 72

METHODOLOGY / OBJECTIVES

METHODOLOGY The survey was conducted online between June 2 and June 25, 2014, and consists of 690 respondents: 160 current users who are employed full-time, work in human resources, current users of vendor-purchased human resource software solutions and not considering an upgrade within the next two years; 186 potential users who are employed full-time, work in human resources, current users of human resource software solutions and considering an upgrade within the next two years; 181 decision makers who are employed full-time and have primary or shared decision-making on the Human Resource Software Solutions used. 316 job seekers who are employed full-time, part-time or unemployed, do not work in human resources and have a applied for a job in the past six months. To qualify for the survey, all respondents also met the following criteria: Adult (age 18+); Resident of the United States;

EXECUTIVE SUMMARY

EXECUTIVE SUMMARY KEY FINDINGS / IMPLICATIONS Job Seekers and Employers Are Not Always On the Same Page There are some disconnects regarding the application process: o Although the grades placed on the online application process from employers and job seekers were similar, applicants are still dissatisfied in some areas. o Job seekers feel the application process is longer and more complex than employers do (not surprising, since about 1/3 of employers have not tried to go online and apply for a job with their own online application process). o Job seekers would like much more communication from potential employers during the application process, so they know where they stand even if it is bad news. Applicants would prefer a personal notification, but expect an automated response at minimum.

EXECUTIVE SUMMARY HIRING STATS About the Employer Hiring Process About 60% of hires take two weeks to a month to finalize. 15% take less time. About 60% of employers have a cost per hire of $3,000 or below, and about 30% of current users are not sure of the cost. The cost estimate is higher for potential users and decision makers. About 75% of employers track Source of Hire the percentage is lower for current users and higher for potential users and decision makers. Multiple sources are used for Source of Hire, although Social Media is still fairly low 6% usage overall. About 1/3 of employers filled more than 50 vacancies in the past year, but the number varies widely. Plans for the upcoming year are similar.

EXECUTIVE SUMMARY APPLICATION PROCESS Employer / Job Seeker Views of the Application Process 2/3 of job seekers felt their most recent application experience was either good (grade B ) or excellent ( A ). The pattern of grades is similar to what employers stated as well from their perspective. The number of steps in an application process (both number of pages and minutes) is seen as longer by the applicants than by the employers. About 50% of employers feel length of application process is a positive because it weeds out applicants and it does, as about 60% of job seekers have quit an application in the middle due to its length / complexity. Job seekers are looking for communication from employers they want to know where they stand. About 90% want an at least an automated response from the potential employer, although 40% feel that is too impersonal.

EXECUTIVE SUMMARY MOBILE About Usage of Mobile During Application Process About 45% of employers do not offer the option for applicants to apply using a mobile device, generally because of technical or resource constraints. Potential users (especially) and decision makers are more likely to offer this option. About 2/3 of employers measure the amount of traffic to their ATS from mobile devices, but this group varies in their estimate of how large that traffic actually is. Of those employers whose ATS doesn t measure traffic from their mobile site, about 90% feel their company is NOT missing out on talented applicants. However, when job-seekers cannot apply via a mobile device, 65% say they rarely return to their desktop to finish the application. Employers are split about equally regarding plans to update (or begin offering) their mobile option (between Yes, No, Not Sure). o Potential Users and decision makers are at least twice as likely as current users to say they plan to upgrade.

DETAILED FINDINGS HUMAN RESOURCE METRICS

AVERAGE TIME TO HIRE Almost 60% of hires take two weeks to one month to hire an employee, with about 15% even faster than that. 57% 27% 19% 5% 9% 11% 13% 7% 0% 1% 1% 3% 4% LESS THAN 1 WEEK 1 WEEK 2 WEEKS 3 WEEKS 1 MONTH 2 MONTHS 3 MONTHS 4 MONTHS 5 MONTHS 6 MNTHS MORE THAN 6 MONTHS NOT SURE Base: All Qualified Employers: Total (n=374) Q700 What is your average time to hire?

METRICS USED TO MEASURE TEAM S EFFECTIVENESS IN RECRUITING Three metrics have about equal importance when measuring recruiting effectiveness. Cost per hire is less important than timing issues. Interview to hire 54% Applications to interview 51% Time to hire 51% Cost per hire 37% Hiring Manager Net Promoter Score or other satisfaction metric 26% Other 15% Base: All Qualified Employers: Total (n=374) Q705 What metrics or Key Performance Metrics do you use to measure your team s effectiveness in recruiting?

METRICS USED TO MEASURE TEAM S EFFECTIVENESS IN RECRUITING In general, current users are less likely to report using these metrics to measure their teams effectiveness in recruiting - with applications to interview being significantly used more often by potential users and decision makers. Current Users Potential Users Decision Makers 49% Interview to hire 60% 59% Time to hire 47% 56% 54% Applications to interview 42% 57% 63% Cost per hire 32% 43% 40% Hiring Manager Net Promoter Score or other satisfaction metric 20% 35% 32% Other 11% 12% 19% Base: All Qualified Employers: Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q705 What metrics or Key Performance Metrics do you use to measure your team s effectiveness in recruiting?

AVERAGE COST PER HIRE About 60% of employers have a cost per hire of $3,000 or below, although about 20% are not sure. 59% 21% 19% 19% 21% 10% 5% 3% 1% 1% $500 OR LESS $501 TO $1,000 $1,001 TO $3,000 $3,001 TO $5,000 $5,001 TO $7,500 $7,501 TO $10,000 $10,001 TO $20,000 MORE THAN $20,000 NOT SURE Base: All Qualified Employers: Total (n=374), Q710 What is your average cost per hire?

AVERAGE COST PER HIRE Roughly two-thirds of current users have a cost per hire of $5,000 or below compared to nearly three-quarters of potential users and decision makers. In addition, about three-inten current users are not sure about the average cost per hire. Current Users Potential Users Decision Makers 29% 22% 20% 19% 24% 20% 24% 23% 16% 16% 15% 15% 12% 12% 3% 2% 8% 6% 4% 2% 0% 0 3% 1% 1% 2% 2% $500 OR LESS $501 TO $1,000 $1,001 TO $3,000 $3,001 TO $5,000 $5,001 TO $7,500 $7,501 TO $10,000 $10,001 TO $20,000 MORE THAN $20,000 NOT SURE Base: All Qualified Employers: Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q710 What is your average cost per hire?

TRACK SOURCE OF HIRE In general, three-quarters of employers track source of hire. Moreover, potential users and decision makers are significantly more likely than current users to track their source of hire. Total 74% Current Users 67% Potential Users 83% Decision Makers 83% Base: All Qualified Employers: Total (n=374), Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q715 Do you track your source of hire?

SOURCE OF HIRE Many sources are used during the hiring process including referrals, job boards, career sites, and staffing agencies. Social media still accounts for a low percentage at this point. Current users are more likely to say job boards are a larger source of hire than potential users and decision makers and less likely to say staffing agencies. Total Current Users Potential Users Decision Makers 21% 22% Referrals 21% 21% 19% 23% Job boards 17% 17% 19% 18% Career site 21% 21% 15% 10% Staffing agency 18% 18% 9% 9% Aggregators 10% 7% 6% 6% Social media 6% 7% 11% 12% Other 8% 10% Base: All Qualified Employers: Total (n=374), Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q720 What percentage of source of hire comes from the following sources?

INFORMING RECRUITMENT DECISIONS Employers use a variety of tools to inform recruitment decisions, although 18% use nothing. Yes 82% 56% 45% 44% 34% 28% 25% 18% 0% YES, EXIT INTERVIEWS YES, EMPLOYEE ENGAGEMENT YES, COMPENSATION DATA YES, ONLINE CANDIDATE SURVEYS YES, COMPETITOR BENCHMARKING YES, EXTERNAL LABOR MARKET DATA YES, OTHER NO Base: All Qualified Employers: Total (n=374), Q725 Have you used any of the following to inform your recruitment decisions?

INFORMING RECRUITMENT DECISIONS - BREAKOUT Potential users are significantly more likely than current users and decision makers to have used any source to inform them of their recruitment decision. In detail, potential users used all of the sources more than current users. Total 82% Current Users 77% Potential Users 91% Decision Makers 83% Base: All Qualified Employers: Total (n=374), Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q725 Have you used any of the following to inform your recruitment decisions?

VACANCIES FILLED LAST YEAR Nearly all employers were able to say how many vacancies they filled last year, although the totals vary. 35% 24% 21% 12% 5% 2% LESS THAN 10 10-25 26-35 36-50 MORE THAN 50 NOT SURE Base: All Qualified Employers: Total (n=374), Q730 How many vacancies did your company fill last year?

VACANCIES PLANNED TO FILL IN 2014 Vacancies that employers plan to fill in the coming year shows a similar pattern to last year. 32% 24% 21% 8% 8% 6% LESS THAN 10 10-25 26-35 36-50 MORE THAN 50 NOT SURE Base: All Qualified Employers: Total (n=374), Q735 How many vacancies does your company plan to fill in 2014?

NUMBER OF HR SOFTWARE SOLUTIONS USED About half of companies use 2-3 HR software solutions, and about 1/3 use one solution. About 15% use four or more HR software solutions. 49% 37% 8% 6% 1 2-3 4-5 MORE THAN 5 Base: All Qualified Employers: Total (n=374), Q740 How many total HR software solutions / systems does your company use?

NUMBER OF HR SOFTWARE SOLUTIONS USED A larger percentage of current users and decision makers than potential users say they have only 1 HR software solution currently being used at their company. Current Users Potential Users Decision Makers 52% 47% 48% 43% 39% 28% 12% 9% 6% 5% 8% 4% 1 2-3 4-5 MORE THAN 5 Base: All Qualified Employers: Current Users (n=160), Potential Users (n=186), Decision Makers (n=181) Q740 How many total HR software solutions / systems does your company use?

INFLUENCE ON PURCHASED HR SOFTWARE The HR department has, by far, the most influence on HR software purchases, with C-Level executives having some influence as well. HR Department 52% CEO 19% CFO / Purchasing 15% Sales / Marketing 8% Other 6% Base: All Qualified Employers Who Use A Purchased HR Software: Total (n=335), Q755 Thinking about when your company purchased its current Human Resource software solution(s), please indicate the influence that each person/department had during the decision-making process by allocating 100 points across the categories.

PRIMARY REASON FOR HAVING AN ATS Although there are many reasons to use an ATS, the most important reason is to streamline the hiring process / improve workflow. Streamline hiring process and improve workflow 51% To manage compliance We have too many applicants to manage them individually Reporting and analytics capabilities Ability to import and export applicant data Need to always have a pool of qualified applicants to draw from Resume storage capabilities Ease of use for all stakeholders Our ATS lets us manage applicants by role/function more effectively Ability to integrate with mobile technology Ability to integrate social media into applicant process Other 2% 8% 10% 30% 30% 30% 25% 24% 22% 22% 19% Base: All Qualified Employers Who Use An ATS: Total (n=170) Q760 What is your primary reason for having an ATS?

PRIMARY REASON FOR HAVING AN ATS Current users are more likely than others to have an ATS to manage compliance, while current and potential users are more likely than decision makers to have an ATS because of too many applicants and managing them individually. And current users are less likely to have an ATS because of the resume storage capabilities. CURRENT USERS POTENTIAL USERS DECISION MAKERS Streamline hiring process and improve workflow 50% 52% 55% To manage compliance 40% 21% 18% We have too many applicants to manage them individually 31% 27% 16% Reporting and analytics capabilities 37% 22% 34% Ability to import and export applicant data 20% 31% 27% Need to always have a pool of qualified applicants to draw from 19% 27% 24% Resume storage capabilities 15% 31% 31% Ease of use for all stakeholders 26% 18% 23% Our ATS lets us manage applicants by role/function more effectively 16% 22% 24% Ability to integrate with mobile technology 6% 14% 12% Ability to integrate social media into applicant process 6% 11% 11% Base: All Qualified Employers Who Use An ATS: Current Users (n=74), Potential Users (n=92), Decision Makers (n=84) Q760 What is your primary reason for having an ATS?

AGREEMENT WITH HR SOFTWARE SOLUTION STATEMENTS The clear preference is to use one overall HR software solution and one vendor because it is easier and more convenient, and allows the vendor to grow into a partner. About 2/3 are satisfied with their current vendor. Top 3 Agreement I prefer to have one overall platform solution from one HR software systems vendor because it is more convenient I prefer to use one HR software systems vendor because it simplifies contracts, accounting, etc. I prefer to use one HR software systems vendor so that they learn our needs and we form a partnership 72% 70% 78% I am satisfied with my current HR software system(s) vendor 69% Integrating my HR Software systems is a high priority 64% My company's HR software systems vendor makes it easy to make changes to our current system(s) 52% My company is reducing the number of HR software systems vendors it uses I prefer to use multiple HR software systems vendors so that I am exposed to all the product capabilities that are out there 37% 34% Base: All Qualified Employers Who Use A Purchased HR Software: Total (n=335) Q765 Using a scale from 1 to 7 where 1 represents Do not agree at all and 7 represents Agree completely how much do you agree with each statement?

DETAILED FINDINGS THE APPLICATION PROCESS

WHAT THE CANDIDATE EXPERIENCE MEANS TO EMPLOYERS Employers feel that the candidate experience with their company s application process comes down to simplicity, the process from start to finish, and being able to find the company. Application process is simple 58% It's everything from the time they find our opportunity to the time they interview with a hiring manager 48% The right talent can find us 48% Candidates are engaged 40% Other 1% Not sure 9% Base: All Qualified Employers: Total (n=374) Q900 What does the candidate experience (with your organization s application process) mean to your organization?

CANDIDATE EXPERIENCE DEFINED BY EMPLOYERS Employers see the interview as the main element of the candidate experience, but many of the parts of the search process are also included. Interviews 76% Finding your job online 62% Getting a response to application 59% Applying to a job on desktop Going to your careersite Getting a call from recruiter Offer letter Phone screen 45% 44% 41% 41% 40% Applying to job on mobile device Going to your careersite on a mobile device 24% 23% Other 4% Base: All Qualified Employers : Total (n=374) Q905 Please define candidate experience by choosing the elements that make up the experience.

CANDIDATE S EXPERIENCE GRADE FROM EMPLOYER S PERSPECTIVE More than half of employer s feel that the candidates experience with their company s application process rates a B, with room for improvement. Nearly all employers think their company s process grades at least a C. 56% 14% 20% 5% 0% 4% A - Excellent, needs no improvement B - Good but could use a little improvement C - It's ok, we're getting by D - Bad, needs improvement F - Horrible, needs a lot of improvement Not sure Base: All Qualified Employers: Total (n=374) Q910 How would you grade the candidates experience with your organization s application process?

APPLICATION PROCESS STEPS AND QUESTIONS About ¾ of employers say their company s application process is 10 pages or less, with most of those saying less than five pages. The number of questions is at least five for nearly everyone, but varies. Number of Steps Number of Questions Less than 5 pages 40% Less than 5 questions 6% 5-10 pages 36% 5-10 questions 23% 11-15 pages 12% 11-15 questions 24% More than 15 pages 5% More than 15 questions 37% Not sure 6% Not sure 10% Base: All Qualified Employers: Total (n=374) Q920 On average, how many steps is your company s application process? Q925 On average, how many questions are asked on your company s application process?

APPLICATION PROCESS LENGTH AND DROP OFF RATE About half of employers think their company s application process takes 11-30 minutes, but estimates do vary widely. Estimates of drop-off rates also vary widely. Length Drop Off Rate Less than 5 minutes 1% Less than 10% 18% 5-10 minutes 11-20 minutes 13% 24% 10% to 25% 34% 21-30 minutes 25% 26% to 50% 25% 31-45 minutes 13% 51% to 75% 5% 46-60 minutes Over 60 minutes 5% 11% More than 75% 3% Not sure 7% Not sure 16% Base: All Qualified Employers: Total (n=374) Q935 How long is your application process? Q930 What do you think is the current drop off (candidates who click the apply button but never make it through the process or into your system) rate for applicants within your ATS?

USE SHORTENED VERSION OF APPLICATION TO CAPTURE CANDIDATES WHO DO NOT APPLY More than half of employers do not use any tool to capture candidates who do not apply, and about 20% are not sure if they do or not. Not sure 21% No 57% Yes 23% Base: All Qualified Employers: Total (n=374) Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?

USE SHORTENED VERSION OF APPLICATION TO CAPTURE CANDIDATES WHO DO NOT APPLY Three-in-ten potential users use a shortened version of their application to capture candidates who do not apply significantly larger percentage of current users and decision makers. Total 23% Current Users 17% Potential Users 31% Decision Makers 20% Base: All Qualified Employers: Total (n=374), Current Users (n=74), Potential Users (n=92), Decision Makers (n=84) Q940 Do you use a lead form or shortened version of your application to capture candidates who do not apply?

IMPACT OF APPLICATION LENGTH About 2/3 of employers feel that the length of the application process is positive in that it weeds out potential candidates. About ¼ see it as a negative. Positive 53% Negative 24% 37% 25% 20% 8% 13% 10% 0% 0% POSITIVE, BECAUSE IT WEEDS OUT APPLICANTS THAT ARE NOT SERIOUS ABOUT THE POSITION POSITIVE, BECAUSE ONLY THE MOST TALENTED CANDIDATES GO THROUGH THE WHOLE PROCESS POSITIVE FOR SOME OTHER REASON NEGATIVE, BECAUSE IT FRUSTRATES POTENTIAL CANDIDATES NEGATIVE, BECAUSE POTENTIAL CANDIDATES FIND OTHER JOBS NEGATIVE FOR SOME OTHER REASON NO IMPACT NOT SURE Base: All Qualified Employers: Total (n=374), Q950 Do you think that the length of your company s application process has a negative or positive impact on your company s ability to find qualified candidates?

IMPORTANCE OF APPLICATION EXPERIENCE There is little difference between how important the employer thinks the applicant s experience is, and how important the company thinks the applicant thinks it is. How Important Company Feels The Applicant s Experience Is How Important Company Feels The Applicant Feels The Experience Is Extremely important 14% Extremely important 14% Very important 25% Very important 31% Important 28% Important 27% Somewhat important 22% Somewhat important 21% Not at all important 3% Not at all important 2% Not sure 7% Not sure 5% Base: All Qualified Employers: Total (n=374) Q960 How important does your company feel the applicant s overall application experience with your company is from start to finish? Q965 What level of importance do you think candidates place on what they actually experience (positive or negative) when applying for a position online?

IMPORTANCE OF APPLICATION EXPERIENCE When asked about the level of importance employers feel candidates place on the actual experience when applying for a job online, about one-half of potential users and decision makers feel candidates think it s extremely or very important significantly greater than current users. Extremely / Very Important Total 45% Current Users 38% Potential Users 53% Decision Makers 50% Base: All Qualified Employers: Total (n=374), Current Users (n=74), Potential Users (n=92), Decision Makers (n=84) Q965 What level of importance do you think candidates place on what they actually experience (positive or negative) when applying for a position online?

EVER APPLIED FOR A JOB ON COMPANY S SITE TO GET BETTER UNDERSTANDING OF APPLICATION PROCESS About 2/3 of employers have applied for a job on their own company s website to get a better understanding of the process. That group is equally split as to whether or not the process needs improvement. Yes 63% 31% 31% 37% YES, AND I THOUGHT IT MET OUR EXPECTATIONS YES, AND I THOUGHT IT NEEDED IMPROVEMENT NO Base: All Qualified Employers: Total (n=374) Q1025 Have you ever applied for a job on your company s site to get a better understanding of the application process?

FREQUENCY OF RE-VISITING CANDIDATES WHO HAVE APPLIED BUT NOT OFFERED A ROLE About 1/3 of employers do not re-engage candidates who have not been offered a role generally because they have moved on to the most current applicants and there is little time to re-engage. Every 3 months or often 13% Reasons For Not Re-Visiting Candidates Every 6 months 25% We focus on the most current applicants 69% Once per year 15% No one has the time to do so 28% We don't re-engage candidates 36% Other 9% Not sure 11% We don't have a systems that allows us to re-engage with candidates 10% Base: All Qualified Employers: Total (n=374) Q970 Approximately how often do you re-visit or re-engage with candidates who have applied in the past but were not offered a role, or were not the right fit at the time? Base: All Qualified Employers: Who Do Not Re-Engage With Candidates: Total (n=126) Q975 Why does your department / company not re-engage with candidates who have not been offered an opportunity yet?

DETAILED FINDINGS MOBILE DEVICES

OFFERS THE ABILITY FOR CANDIDATES TO GO TO ATS USING MOBILE DEVICES Almost half of employers do not offer candidates the option of accessing the ATS on their mobile device. Most say that is because of technical or resource constraints. Reasons For Not Having A Mobile Application Process We haven't invested in the technology 38% Yes 38% No 46% We have no resources to invest We don't believe candidates search/apply on mobile 18% 17% Not sure 16% We can't find a good solution Other 6% 17% Base: All Qualified Employers: Total (n=171) Not sure 21% Q1000 Does your company offer the ability for candidates to go to your ATS using a mobile device such as a smartphone, tablet, etc.? Base: All Qualified Employers Whose Company Doesn t Have A Mobile Device: Total (n=886) Q1005 Why doesn t your company have a mobile application process?

OFFERS THE ABILITY FOR CANDIDATES TO GO TO ATS USING MOBILE DEVICES A significantly larger percentage of potential users than current users and decision makers offer candidates the option of accessing the ATS on their mobile device. Current Users 32% Potential Users 48% Decision Makers 39% Base: All Qualified Employers: Current Users (n=74), Potential Users (n=92), Decision Makers (n=84) Q1000 Does your company offer the ability for candidates to go to your ATS using a mobile device such as a smartphone, tablet, etc.?

MEASURING AMOUNT OF TRAFFIC COMING TO ATS FROM MOBILE DEVICES About 2/3 of employers measure the amount of traffic to their ATS from mobile devices, but this group varies in their estimate of how large that traffic actually is. Yes 62% No 20% 23% 21% 18% 18% 8% 7% 5% YES, AND I BELIEVE IT IS A SMALL PERCENTAGE OF OUR OVERALL TRAFFIC (11-25%) YES, AND I BELIEVE IT IS A VERY LOW PERCENTAGE OF OUR OVERALL TRAFFIC (LESS THAN 10%) YES, AND I BELIEVE IT IS A RELATIVELY HIGH PERCENTAGE OF OUR OVERALL TRAFFIC (MORE THAN 25%) NO, BUT I BELIEVE IT IS A VERY LOW PERCENTAGE OF OUR OVERALL TRAFFIC (LESS THAN 10%) NO, BUT I BELIEVE IT NO, BUT I BELIEVE IT IS A SMALL IS A RELATIVELY HIGH PERCENTAGE OF PERCENTAGE OF OUR OVERALL OUR OVERALL TRAFFIC (11-25%) TRAFFIC (MORE THAN 25%) NOT SURE Base: All Qualified Employers Whose Company Has A Mobile Application Process: Total (n=152) Q1010 Does your company measure the amount of traffic coming to your ATS from mobile devices such as smartphones?

MEASURING AMOUNT OF TRAFFIC COMING TO ATS FROM MOBILE DEVICES Current users are the most likely to say that they are unsure if the company measures the amount of traffic coming to their ATS from mobile devices. Compared to current users, a larger percentage of potential users and decision makers measure the amount of traffic to their ATS from mobile devices. Yes No Not sure Current Users 49% 22% 29% Potential Users 71% 20% 10% Decision Makers 64% 29% 7% Base: All Qualified Employers Whose Company Has A Mobile Application Process: Current Users (n=51), Potential Users (n=95), Decision Makers (n=75) Q1010 Does your company measure the amount of traffic coming to your ATS from mobile devices such as smartphones?

BELIEVE COMPANY IS MISSING OUT ON TALENTED APPLICATIONS BECAUSE IT DOES NOT OFFER ATS THROUGH MOBILE DEVICE Of those employers whose ATS doesn t measure traffic from their mobile site, very few feel their company is missing out on talented applicants. 90% Yes 10% 7% 3% YES, PROBABLY A SMALL NUMBER OF CANDIDATES YES, PROBABLY ENOUGH CANDIDATES THAT WE SHOULD OFFER THIS OPTION NO Base: All Qualified Employers Whose Company Has A Mobile Application Process But ATS Does Not Measure Traffic From Mobile Site: Total (n=21) Q1015 Do you believe that your company is missing out on talented applicants because it does not offer the ability to use your ATS through a mobile device?

COMPANY HAS PLANS TO UPDATE MOBILE EXPERIENCE As for their company s plans to update its mobile experience for candidates, employers are split about equally between Yes, No, and Not Sure. Yes 31% No 37% Not sure 32% Base: All Qualified Employers: Total (n=374) Q1020 Does your company have plans to update its mobile experience for a candidate?

COMPANY HAS PLANS TO UPDATE MOBILE EXPERIENCE Potential users and decision makers are more than twice as likely as current users to say they have plans to update their mobile experience for candidates. Current Users 18% Potential Users 45% Decision Makers 39% Base: All Qualified Employers: Current Users (n=74), Potential Users (n=92), Decision Makers (n=84) Q1020 Does your company have plans to update its mobile experience for a candidate?

DETAILED FINDINGS CANDIDATE S PERCEPTION OF APPLICATION PROCESS

PRIMARY RELATIONSHIP WITH COMPANY BEFORE APPLYING FOR A POSITION More than half of job seekers did not know anything about the company they applied to before applying, although another ¼ knew friends or family working at the company. I personally knew friends or family members that work for the company 23% I knew them as a customer 16% I considered myself an advocate of the company 4% I followed them via social media and online 3% I didn't know anything about them until I began researching them through the job search process 53% Base: All Qualified Job Seekers (n=316) Q1100 What was your primary relationship with the company before applying?

WHAT A GOOD EXPERIENCE MEANS TO AN APPLICANT Job seekers place the most emphasis on receiving timely communications from a potential employer. Employers respond quickly throughout the process I am notified if I am not the correct fit for the position I am updated on where I am in the process The application submission process is quick Employers respond with phone calls Open jobs for the company are easy to find 61% 61% 56% 54% 48% 48% Employers respond with personalized communication via email The number of interviews were appropriate for the role It is easy to find information about a company and what it's like to work there I am sent additional relevant positions that match my skill set I receive automated responses from employers 16% 40% 34% 33% 33% The application submission process allows me to highlight to an employer my relevant 40% Other 2% Base: All Qualified Job Seekers (n=316) Q1110 What does a good job search / candidate experience mean to you?

CANDIDATE S EXPERIENCE GRADE 2/3 of job seekers felt their most recent application experience was either good ( B ) or excellent ( A ). The pattern of grades is similar to what employers stated as well. 47% 24% 17% 8% 3% A - EXCELLENT, NEEDS NO IMPROVEMENT B - GOOD BUT COULD USE A LITTLE IMPROVEMENT C - IT'S OK, WE'RE GETTING BY D - BAD, NEEDS IMPROVEMENT F - HORRIBLE, NEEDS A LOT OF IMPROVEMENT Base: All Qualified Job Seekers (n=316) Q1120 Thinking of the last time you applied for a job online, how would you grade your experience with the organization's application process?

APPLICATION PROCESS STEPS FILLING OUT AN ONLINE APPLICATION Job seekers generally feel that the number of steps required to fill out an online application is appropriate 58% say it is, and should be, between 3 and 7 pages. Actual Steps Required To Fill Out An Online Application Steps Applicants Feel Should Be Required To Fill Out An Online Application Less than 3 web pages 17% Less than 3 web pages 33% 3-5 web pages 6-7 web pages 23% 35% 3-5 web pages 6-7 web pages 21% 37% 58% 58% 8-10 web pages 15% 8-10 web pages 7% 11-15 web pages 5% 11-15 web pages 2% More than15 web pages 7% More than15 web pages 0% Base: All Qualified Job Seekers (n=316) Q1125 On average, how many steps are required to fill out an online application for a job? Q1140 On average, how many steps do you think should be required during the online application process?

APPLICATION PROCESS LENGTH OF AN ONLINE APPLICATION About half of job seekers think the application process takes 11-30 minutes, but estimates do vary widely. Job seekers feel the process should be shorter than that. Actual Average Length Average Length Applicants Feel Online Application Should Be Less than 5 minutes 5-10 minutes 11-20 minutes 21-30 minutes 31-45 minutes 46-60 minutes Over 60 minutes Not sure 3% 5% 8% 10% 8% 20% 23% 31% 54% Less than 5 minutes 5-10 minutes 11-20 minutes 21-30 minutes 31-45 minutes 46-60 minutes Over 60 minutes Not sure 3% 2% 5% 10% 24% 23% 33% 29% Base: All Qualified Job Seekers (n=316) Q1135 On average, how long is an application process? Q1150 On average, how long do you think the application process should be?

APPLICATION PROCESS NUMBER OF QUESTIONS More than half of job seekers say the average number of questions on an online application is more than 15, but ¾ say there should be only 5-15 questions. Actual Average Number of Questions Average Number Of Questions Applicants Feel Online Application Should Have Less than 5 questions 4% Less than 5 questions 9% 5-10 questions 17% 5-10 questions 42% 11-15 questions 24% 11-15 questions 32% More than 15 questions 56% More than 15 questions 17% Base: All Qualified Job Seekers (n=316) Q1130 On average, how many questions are asked on the application process? Q1145 On average, how many questions do you think should be required during the online application process?

BEGINNING AN ONLINE APPLICATION AND NOT FINISHING Six-in-ten job seekers have begun an online application and not finished it due to how long/complex it was. Of these, about 40% say they do that sometimes. Frequency Of Not Finishing An Application Always 2% No 40% Yes 60% Sometimes 42% Rarely 56% Base: All Qualified Job Seekers (n=316) Q1152 Have you ever begun an online application and not finished it due to the number of steps / complexity? Base: All Qualified Job Seekers Who Have Begun And Not Finished An Online Application (n=207) Q1153 How often do you begin an application and not finish it?

REASONS FOR BEGINNING AN ONLINE APPLICATION AND NOT FINISHING IT More than 2/3 of those who did not finish their online application said there were too many steps. About 1/3 said there were too many personal questions /assessments. Too many steps 82% Asks too many personal questions / assessments 41% Requires a cover letter 18% Other 12% Base: All Qualified Job Seekers Who Have Begun And Not Finished An Online Application (n=316) Q1155 What makes you begin an application and not finish it?

IMPORTANCE OF ONLINE APPLICATION ATTRIBUTES During the online application process, job seekers are mainly looking for the ability to quickly and easily update their resume and view their application status. Extremely / Very Important Ability to upload resume quickly and easily 66% View application status 60% Ability to save search 43% Emails sent with current job openings I may be interested in Ability to leave my contact information and apply later 42% 39% Online search functions 36% Ability to use mobile technology as part of the application process Ability to integrate social media into applicant process 17% 21% Base: All Qualified Job Seekers (n=316) Q1160 Thinking about the online application process, and using the scale shown, how important do you feel each of the following attributes are?

PERCEPTIONS OF LENGTH OF APPLICATION About half of job seekers think the length of application process is too long, but about 40% think it is about right. Too long 54% About right 41% Too short 5% Base: All Qualified Job Seekers (n=316) Q1165 In your experience, is the length of the application process (time from application to employment decision) about right, too short, or too long?

AUTOMATED RESPONSES FROM EMPLOYER Nearly 9 of 10 job seekers expect to receive an automated response from employers confirming receipt of application. However, almost 40% see this as too impersonal. Expect To Receive Automated Response From Employer Saying They Received Application Consider Automated Responses Impersonal As imperson al 39% Yes 86% No 14% As a company reaching out to me 61% Base: All Qualified Job Seekers (n=316) Q1170 Do you expect to receive an automated response from an employer saying they received your application and it was submitted properly? Q1175 Do you consider an automated response as a company reaching out to you or is it impersonal?

MORE COMMUNICATION FROM FROM EMPLOYER Job seekers are looking for the personal touch. About 2/3 expect more personalized communication, and about 2/3 also expect to get a call from HR after submission. Expect More Personalized Communication Expect A Call From A Recruiter After Submitting Applications No 38% No 33% Yes 62% Yes 67% Base: All Qualified Job Seekers (n=316) Q1180 Do you expect more personalized communication? Q1185 Do you expect a call from a recruiter or hiring manager after submitting your applications?

DETAILED FINDINGS FIRMOGRAPHIC PROFILE EMPLOYERS

FIRMOGRAPHIC PROFILE EMPLOYERS EMPLOYMENT STATUS EMPLOYED FULL TIME 100% EMPLOYED PART TIME - SELF-EMPLOYED - NOT EMPLOYED, BUT LOOKING FOR WORK NOT EMPLOYED AND NOT LOOKING FOR WORK RETIRED - STUDENT - HOMEMAKER - - - JOB LEVEL ENTRY LEVEL/ADMINISTRATIVE/CLERICAL 16% PROFESSIONAL/TECHNICAL STAFF MEMBER 23% DIRECTOR/MANAGER/SUPERVISOR/TEAM LEADER 45% VICE PRESIDENT 8% SENIOR MANAGEMENT (CEO, CFO, SENIOR VP, ETC) 9%

FIRMOGRAPHIC PROFILE EMPLOYERS NUMBER OF YEARS IN CURRENT POSITION LESS THAN 5 YEARS 42% 5-10 YEARS 36% MORE THAN 10 YEARS 21% NUMBER OF YEARS IN CURRENT COMPANY LESS THAN 5 YEARS 33% 5-10 YEARS 37% MORE THAN 10 YEARS 30% MEAN 7.3 years MEAN 8.9 years

FIRMOGRAPHIC PROFILE EMPLOYERS INDUSTRY HEALTHCARE & SOCIAL ASSISTANCE 18% EDUCATION 11% MANUFACTURING 10% RETAIL TRADE 6% ADMINISTRATIVE SUPPORT SERVICES 4% BANKING & FINANCE 4% GOVERNMENT (E.G., MILITARY, PUBLIC SERVICE, PUBLIC ADMINISTRATION) 4% INFORMATION TECHNOLOGY 4% INSURANCE 3% RELIGIOUS/NON-PROFIT ORGANIZATIONS 3% CONSTRUCTION (HEAVY/SPECIAL TRADES) 2% ENGINEERING SERVICES 2% TELECOMMUNICATIONS 2% TRANSPORTATION & WAREHOUSING 2% TRAVEL 2% WHOLESALE TRADE 2% ACCOMMODATION AND FOOD SERVICES 1% ADVERTISING/MARKETING 1% INDUSTRY ARTS, ENTERTAINMENT & RECREATION 1% AUTOMOTIVE SERVICES 1% COMMUNICATIONS 1% GAS 1% OIL 1% PRINTING TRADE 1% REAL ESTATE 1% AGRIC./FORESTRY/FISHING/HUNTING 0% LEGAL SERVICES 0% LEISURE & HOSPITALITY 0% MILITARY 0% PUBLIC ADMINISTRATION/GOVERNMENT 0% UTILITIES 0% MINING - RESEARCH SERVICES - WASTE MANAGEMENT/REMEDIATION SERVICES OTHER SERVICES 4% OTHER 6% -

DETAILED FINDINGS DEMOGRAPHIC PROFILE EMPLOYERS

DEMOGRAPHIC PROFILE EMPLOYERS AGE 18-29 20% 30-39 27% RACE / ETHNICITY WHITE 76% HISPANIC 9% 40-49 28% 50-59 19% BLACK/AFRICAN AMERICAN ASIAN OR PACIFIC ISLANDER 5% 8% 60+ 7% MEAN 41.3 OTHER RACE 1% DECLINE TO ANSWER 1% GENDER MALE 31% FEMALE 69%

DETAILED FINDINGS FIRMOGRAPHIC PROFILE JOB SEEKERS

FIRMOGRAPHIC PROFILE JOB SEEKERS EMPLOYMENT STATUS EMPLOYED FULL TIME 49% EMPLOYED PART TIME 30% SELF-EMPLOYED - NOT EMPLOYED, BUT LOOKING FOR WORK NOT EMPLOYED AND NOT LOOKING FOR WORK 19% 2% RETIRED - STUDENT - HOMEMAKER - JOB LEVEL (AMONG EMPLOYED JOB SEEKERS) ENTRY LEVEL/ADMINISTRATIVE/CLERICAL 16% PROFESSIONAL/TECHNICAL STAFF MEMBER 23% DIRECTOR/MANAGER/SUPERVISOR/TEAM LEADER 45% VICE PRESIDENT 8% SENIOR MANAGEMENT (CEO, CFO, SENIOR VP, ETC) 9%

FIRMOGRAPHIC PROFILE JOB SEEKERS NUMBER OF YEARS IN CURRENT POSITION (AMONG EMPLOYED JOB SEEKERS) LESS THAN 5 YEARS 59% 5-10 YEARS 22% MORE THAN 10YEARS 19% NUMBER OF YEARS IN CURRENT COMPANY (AMONG EMPLOYED JOB SEEKERS) LESS THAN 5 YEARS 62% 5-10 YEARS 21% MORE THAN 10YEARS 18% MEAN 5.8 years MEAN 5.2 years

FIRMOGRAPHIC PROFILE JOB SEEKERS INDUSTRY (AMONG EMPLOYED JOB SEEKERS) EDUCATION 10% MANUFACTURING 9% RETAIL TRADE 9% HEALTHCARE & SOCIAL ASSISTANCE 8% GOVERNMENT (E.G., MILITARY, PUBLIC SERVICE, PUBLIC ADMINISTRATION) 6% LEISURE & HOSPITALITY 5% ADMINISTRATIVE SUPPORT SERVICES 4% ARTS, ENTERTAINMENT & RECREATION 3% BANKING & FINANCE 3% INFORMATION TECHNOLOGY 3% ACCOMMODATION AND FOOD SERVICES 2% CONSTRUCTION (HEAVY/SPECIAL TRADES) 2% ENGINEERING SERVICES 2% INSURANCE 2% AGRIC./FORESTRY/FISHING/HUNTING 1% AUTOMOTIVE SERVICES 1% GAS 1% LEGAL SERVICES 1% INDUSTRY (AMONG EMPLOYED JOB SEEKERS) MILITARY 1% REAL ESTATE 1% RELIGIOUS/NON-PROFIT ORGANIZATIONS 1% TRANSPORTATION & WAREHOUSING 1% TRAVEL 1% MINING 0% OIL 0% PRINTING TRADE 0% PUBLIC ADMINISTRATION/GOVERNMENT 0% TELECOMMUNICATIONS 0% UTILITIES 0% WASTE MANAGEMENT/REMEDIATION SERVICES 0% WHOLESALE TRADE 0% ADVERTISING/MARKETING - COMMUNICATIONS - RESEARCH SERVICES - OTHER SERVICES 5% OTHER 14%

DETAILED FINDINGS DEMOGRAPHIC PROFILE JOB SEEKERS

DEMOGRAPHIC PROFILE JOB SEEKERS AGE 18-29 34% 30-39 20% RACE / ETHNICITY WHITE 70% HISPANIC 11% 40-49 26% 50-59 11% BLACK/AFRICAN AMERICAN ASIAN OR PACIFIC ISLANDER 13% 3% 60+ 7% MEAN 37.8 OTHER RACE 1% DECLINE TO ANSWER 1% GENDER MALE 54% FEMALE 46%

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