A new survey by jobs.lu looked at candidates’ perceptions of recruitment practices to determine what they think the ideal process would be.

8 out of 10 candidates prefer a face-to-face interview to a remote exchange. 9 out of 10 want the process to be limited to two interviews.

While they are open to using technology in recruiting, such as artificial intelligence or pre-recorded video interviews, candidates want it to simplify the process. They are wary of what they perceive as intrusive or abusive uses.

Luxembourg, 15 December 2022 -What do candidates consider to be an ideal recruitment process? What do they think about using advanced technological solutions, such as artificial intelligence or pre-recorded video interviews, which are increasingly used to enhance the selection process of candidates? In the middle of autumn, jobs.lu wanted to measure the expectations of Luxembourg employees regarding recruitment practices. The platform conducted a survey on this topic among 950 of its users, in particular, to better understand their expectations in this area.

Half of the employees do not want to have to provide a cover letter

In particular, the survey looked at what candidates prioritize in their ideal recruitment process. The results reveal that:

• 8 out of 10 employees prefer to take part in face-to-face interviews rather than remote exchanges;
• 1 in 2 employees prefer processes that do not require a cover letter;
• 86% of respondents invited to submit their application online prefer an interface that allows them to send their CV in one click rather than having to fill in a series of fields;

83% want the salary to be included in the job posting.

Simplicity and authenticity

“For our survey respondents, the CV remains the most important element when applying for a job, ahead of the face-to-face interview and the cover letter, comments Arthur Meulman. While candidates want the process of applying for a job to be simplified, especially through user-friendly digital interfaces, they are also looking for authentic contact with their potential future employer.“

While we are now accustomed to using video conferencing in our daily work, in a recruitment context, candidates prefer to meet their future employers. “As we mentioned recently, the company’s culture is considered a determining factor in a candidate’s assessment of a potential new employer. A face-to-face interview often gives a better idea of the company’s reality,” adds Arthur Meulman.

9 out of 10 candidates would like the process to be limited to two interviews

The survey also reveals that candidates want the recruitment process to be relatively streamlined. The ideal recruitment process for 9 out of 10 respondents should be limited to a maximum of two interviews. 6 out of 10 employees would like to avoid going through a skills assessment center. One out of two candidates are willing to accept a situational interview as part of the recruitment process.

The survey focused on employees’ perceptions of the technological solutions increasingly being integrated into the recruitment process, such as pre-recorded video interviews, artificial intelligence, and online personality tests.

87% of respondents say they are open to new technologies used in the recruitment process.

Candidates are open to technology if it is used wisely.

Looking at technology individually, 56% of respondents say they do not support using artificial intelligence to, for example, carry out analyses of candidates’ expressions, body language, or word choice. One in four respondents has had experience with a pre-recorded video interview, in which they are asked to answer questions on camera as part of a recruitment process to assess ability or skills. 54% of them said they enjoyed the exercise.

“We see that technology is more readily accepted if it is used to simplify the recruitment process. In the context of an assessment, by offering more flexibility to the candidate, video is an interesting tool. Artificial intelligence, if it allows for more efficient scanning of incoming resumes and a faster follow-up, can be a good ally for recruiters, says Arthur Meulman. The use of technology, however, can have the opposite effect if it appears abusive or intrusive to the candidate. It is therefore important to use these tools wisely.“

Methodology

As part of its survey, jobs.lu submitted a questionnaire to a sample of employees working in Luxembourg on new recruitment practices.

The questionnaire, available in English and French, was submitted to the 950 participants between October 13 and 27. Our analysts screened the results to ensure that the representation and validity of respondents’ answers were accurate. The data collected reveals the perception and expectations of candidates regarding the recruitment process and the attractiveness of Luxembourg.