Tuesday, November 7, 2017

3 tips to create a candidate experience beyond the buzzwords

Candidate experience must be the trending word of 2016 and 2017 in recruitment. Thousands of articles have been written about the importance of treating the candidate as a customer as the key to success. And the consequences of delivering a bad experience are well-documented. Reality however shows that in the rush to meet the ‘time to fill’-deadline, theory is set aside and speed is the name of the game.

But accepting a job offer is quite different from buying a pair of shoes (as important as this choice may be J) or selecting the right telecom provider. A candidate will put his talents and career future on the line and will need to jump into the deep end when he accepts your job. To attract the best and the brightest, your entire candidate journey needs to reflect every-day business life in your company and needs to create a sense of trust, re-assuring a candidate that he or she is taking the right decision.

Here are 3 tips to create a candidate experience beyond the buzz words.

Go beyond employer branding
A lot of the leading companies have invested a lot of money in creating an attractive employer brand and promoting it both online and offline. But the candidate experience does not stop there. Every email exchange, interview conducted and phone call are all equally important steps.
To convince a candidate, the reality of the selection process needs to reflect the employer brand and model your organisation. If you promote an open and creative culture, candidates need to feel those traits throughout the process, from the atmosphere in the office to the questions that are being asked. Much more than the words you are saying or the beautiful employee testimonials on your website, the look and feel of the entire selection process will convince the right candidate to accept the job offer.

Go beyond your standard recruitment process
There is no ‘one size fits all’ when it comes to selecting candidates. Attracting passively looking candidates requires a different approach than talking to candidates who replied to a job advertisement. When designing your recruitment process, it is key that you can build in the necessary flexibility to meet the needs of each individual candidate. Candidates who applied spontaneously might be more open to assessment centres at the start of the process while others might be put off by the same approach. Some candidates will want to talk to more stakeholders to convince them that they are making the right choice. At that time, you can involve employees to show them what the real life looks like.
Building this flexibility in your standard recruitment process and having an open mind to meet specific needs of each candidate will significantly improve your attractiveness as employer.

Go beyond the signature of the offer
We all know how it goes: you accept a job offer, excited and eager to get started. But a few weeks down your notice period, doubts come popping up as to whether you made the right decision to leave your safe haven.
It is exactly during that time that you can put the cherry on the pie. Stay in touch with your future employee. There should be more than one touch point between you and your new hire once the offer is accepted. When something happens in the organisation, keep him updated. Even a simple email to let him know that his laptop and desk are set up will make him feel welcome. Make sure that the first day is not filled with paperwork but that there is sufficient room to get acquainted with the new boss and his co-workers. Don’t leave to improvisation but schedule some meet-and-greets up front. Your new hire will feel welcome and his or her commitment to your organisation will have been nurtured and strengthened during the entire notice period.

I hope that these tips can help you to go beyond the buzz words as it makes the difference between winning a star candidate, now or in the future and driving them away. If you need some more assistance or a sounding board, don’t hesitate to contact me.

I look forward to hearing from you,
Isabel

Through a personalized and tailor-made approach, Ingenium Executive Search aspires to assist you in attracting the right talent that matches the DNA of your company

Check out our website http://www.ingenium-search.be
Follow me on Twitter @IngeniumSearch








Tuesday, October 24, 2017

Did we forget that there is a human being behind the cv?

A few weeks ago, I posted a job ad on LinkedIn. To my surprise, I received over 200 applications. Flooded mailbox of course and back-to-back interviews of some really great candidates but let’s face, the majority of the candidates ended up in the ‘not the right fit’ pile.

One night, I decided to get to it and send e-mails informing candidates that they were not withheld for the position. To my surprise, I had another flooded inbox the next morning. Almost half of the candidates had sent me an e-mail, simply thanking me for the time that I had taken to send them a personal message.

How did it come this far that people start thanking headhunters for a simple e-mail! Did we, in the rush for the perfect candidate, forget that there is an actual human being behind a cv, who is eager to know whether it could be a match?

Every business professional knows that delivering a great customer experience is crucial for success. And the consequences of a bad experience are equally well known.

For a recruiter, talent is the equivalent of customers for a company. And the marketing message has arrived with ‘candidate experience’ being one of the top trends in talent acquisition the last few years. Research has shown that 91,4% of all HR professionals believe that a positive candidate experience has a direct impact on the quality of the new employees.  Yet we seem to have forgotten that it also entails clear and personal communication about not being the right fit.

Admitted, I also sometimes forget to send a message letting people know that they are not withheld. Never on purpose, but it happens. And yes, I have a separate mailbox with candidates who have spontaneously applied to whom I still need to respond. There is a good reason for that, I want them to benefit from the video-pitching we will be launching. But that is no reason to keep them in the dark.

So my good resolution is to send those e-mails right now. Once that is done, I'll start writing my next blog on creating a winning candidate experience.
After all, the day that we forget that there is a human being behind a cv, will be the day that robots and AI can take over recruitment. 

I look forward to hearing from you,
Isabel

Through a personalized and tailor-made approach, Ingenium Executive Search aspires to assist you in attracting the right talent that matches the DNA of your company

Check out our website http://www.ingenium-search.be
Follow me on Twitter @IngeniumSearch