At the beginning of the year, the SpenglerFox introduced a survey to see what applicants currently expect from an ideal selection process. It is a fact that companies remain challenged in the labour market as competition for talent remains tough. The survey primarily included middle and senior managers working in the Hungarian market, regardless of industry.

 From the survey results, we have highlighted some key facts below:      

  • Although 88% of respondents considered the ideal selection process to be 3 months or less, 21% of respondents participated in a selection process that took longer than 3 months, and 9% of the professionals had to take part in a process which exceeded 6 months.
  • In 45% of cases, external consultants supported the selection, resulting in 59% of respondents stating that the involvement of an external partner contributed to a smooth, high-quality selection process.
  • 25% of respondents stated that a psychometric test had to be completed as part of the selection. However, only 20% received feedback on the test results, which was understandably demotivating for them.
  • The events of recent years are increasingly giving rise to first-round online interviews. Of course, an online interview has its advantages, as long as both parties create the right conditions and arrive prepared for the virtual meeting. In addition, meeting in person still has indisputable advantages, as it can give an extra impression of the company’s culture and the interaction of the parties involved, for which an online conversation is not suitable.
  • As part of the selection process, supporting objective evaluation, companies often use case studies and role exercises to assess candidates’ and applicants’ preparedness or how they cope with real-life situations.
  • A negative experience can happen in a flash, potentially damaging the company’s ability to engage real talent in a fierce competitive environment. A well-thought-out, transparent selection process is good for the employer brand and how the company communicates about itself.

 

Taking into account the survey results and relying on the conversations we have had with our own candidates and partners this year; we believe the key pillars led to success are:

  • Transparency
  • Continuous communication, no matter at what stage the selection process is
  • Valuable feedback at the end of the process
  • The selection process takes up to 3 months and ideally, we should think in 3 rounds
  • Make the final decision within 10 days of the conclusion of the selection process, otherwise there is a chance that the applicant will commit to someone else (even your competitor)

You can read the key findings of the survey in the attached document.