Talent scarcity may have eased recently, but ensuring the best hiring outcome still requires a clear understanding of what candidates expect in their recruitment journey. What should you focus on to be an employer of choice? According to Bartech’s “What Candidates Want” report, which surveyed more than 550 engineering and professional services workers in North America, the best experience requires a streamlined hiring, process transparency, and a resonant employee value proposition.
Recruitment success is severely impacted by candidate drop-off as a result of a lengthy hiring process. Numerous studies have shown applicants abandoning the recruitment process at double-digit rates when employers make the hiring process too cumbersome. Analyst Josh Bersin has reported that as time-to-hire continues to increase, it leads to greater difficulties in filling roles. It’s important to optimize the process for attracting and retaining the best candidates.
One important consideration to optimize the process is the number of interviews required. Our survey shows that overwhelmingly, 63% of candidates prefer only two rounds. This preference appears to be the sweet spot that allows talent to learn enough about the role, the employer, and its people. Two stages also offer an opportunity for follow-up questions without having to wait too long after submitting their applications.
Nearly a quarter (23%) of candidates surveyed are willing to tolerate three stages of interviews. A smaller percentage (14%) prefer just one round, and these may be more applicable to junior or early career positions. Fewer than 1% will put up with four or more stages, which people find cumbersome and tiring. Lengthy hiring cycles, however, are not uncommon at many large organizations. Google’s Rule of Four was set up to optimize outcomes through four interviews, and other employers have even more.
Specialized agencies: a rich source for talent
To find the best engineering and professional services specialists, consider where these candidates turn to for job leads. Our survey found that specialized staffing agencies are among the top channels. This is because candidates want to work with recruiters who have a deep understanding of their skills, the roles that best fit their experience and competencies and the white-glove services these organizations offer.
Furthermore, specialized agencies tend to better understand the needs of employers and provide valuable insights for hiring success. Whether they are seeking an experienced systems engineer, or a fabrication supervisor, organizations benefit from specialist recruiters who can track down the best-fit candidates quickly. Moreover, agency recruiters are also knowledgeable about choosing the right job boards, which our research shows are the channel a majority of candidates (57%) begin their search with, followed by social media platforms (21%), and employer websites (9%).
Communication makes all the difference
Ever wonder why strong candidates rebuff your recruitment outreach? It could be how you communicate and the frequency in which you do it. Busy people want prospective employers to be succinct and to the point when first contacting them, and the most preferred channel is email (cited by 55%), followed by a phone call (16%) and texting/LinkedIn messaging (12%). Keep in mind, however, preferences shift from generation to generation. Other than email, older workers would rather get a call while their younger counterparts prefer LinkedIn and texting after email.
Most importantly, however, workers want to be kept in the loop about their candidacy. Among the improvements they wish for are greater transparency/communication (34%) and faster response times/shorter hiring cycles (33%). While candidates have long cited these shortcomings in the recruitment process, our data shows hiring managers still have not adequately addressed these gaps.
What applicants want to know
For many people, switching roles is a weighty decision, so getting to know the employer is paramount. Our survey shows candidates have a lot of questions – about how employees feel about their workplace, a company’s culture, its stability, and other factors. Just over 1 in 4 looks to Glassdoor and other review sites to gauge workforce sentiments. Nearly as many (25%) say they focus on values and culture, while 15% say knowing an employer’s financial health is important. Another 11% want to know the benefits and perks that come with the role advertised. Just 1% are interested in a prospective employer’s social responsibility initiatives.
Candidates also want clarity on posted jobs, with roles and responsibilities regarded as the most important information in an ad (cited by 32%). This barely won out to compensation (32% but fractionally lower), and flexible working arrangements. (12%). Flexibility is much more valued by women (17% vs. 8%).
Applicants who do their homework about the role being offered and the prospective employer are typically a better hire, industry data shows. According to Glassdoor, an overwhelming majority (88%) of hiring decision-makers say an informed candidate is a quality candidate. These people prepare for interviews, ask pertinent questions, demonstrate knowledge about the role, the company and its culture, and have realistic expectations about compensation and benefits. Proactive candidates also research the people they will interact with during the hiring process through LinkedIn, professional societies, and other sources of information. The hiring organization can support the fact-finding efforts of applicants by ensuring such information is readily available on its website and job posting.
As candidates near the end of the recruitment funnel, they are likely to have expectations of what follows next. Post-interview employers should be clear about the decision-making process and the response time to maintain a positive talent experience. This will help protect a company’s employer brand and preserve the relationship with candidates for future job opportunities at the company.
How to get candidates to say ‘yes’
Convincing the right candidate to accept an offer hinge on a combination of a compelling compensation and benefits package and other perks. Competitive pay is only table stakes; what truly differentiates a company are its less tangible value propositions, such as flexible work arrangements, opportunities for career advancement, and work-life balance. Five years after the start of the pandemic, remote and hybrid arrangements continue to be a must-have for 35% of the candidates we surveyed. Slightly fewer (32%) say it’s important they can grow with an organization, and 1 in 5 want to achieve a healthy work-life balance.
Delivering a powerful and attractive employee value proposition should be a priority for every organization, but many continue to struggle with clearly articulating the reasons why they are a better choice than competing employers. Pay may be at the center of any negotiation, but our research shows softer benefits such as company culture, values, and skilling opportunities may ultimately help convince applicants to accept an offer.
Talent acquisition increasingly doesn’t begin with job postings nor end with onboarding. The integration of hiring, along with learning and development and internal mobility, is helping companies to not only make the right hires but also develop them to become indispensable members of their team. But to get the best result, employers must have a comprehensive understanding of what candidates want and align their values, mission, and benefits to the needs of their people.
You can learn more about worker sentiments by accessing Bartech Staffing’s 2025 “What Candidates Want” report. Bartech is committed to the experience of candidates and contractors and are Great Recruiters certified to ensure there is a constant feedback loop. See results from Great Recruiters as part of the real-time research that can be done by applicants.
