As a recruiter, tight deadlines and open seats produce all the pressure you need in an 8-hour day. There is a lot to be done and a great amount of it falls on you and the unpredictable candidates you interact with. Because of this, it can easily slip your mind that on the other side of that phone, email, text, etc. is a 3-dimensional human. Check out how these 4 leaders are keeping their candidate experience in check.
Candidates Expect Professionalism
The more transactional and impersonal your approach, the less likely you have struck a chord with any one candidate. Instead, of seeing a list of 20 candidates, view your current network as 20 professionals you have connected with on a career furthering level. Amazing recruiters set aside one or two days a week to follow up, provide feedback and communicate updates with candidates.
J.T. O’Donnell (@jtodonnell), CEO of Careerealism, reminds us that the candidate expects a level of professionalism that matches the company’s reputation from the recruiters they speak with...
“Like it or not, when you source and present a candidate, you have entered into a professional relationship with him or her. They have agreed to let you represent them in the process. They’re trusting you. Even though you work for the employer, they see you as an ally.
When you don’t follow up personally, even when you have to give the dreaded news that the job went to someone else, it says something about your professionalism as a recruiter.”
Interviews Matter to You Both
It’s that meeting that puts a face to the resume. It’s the time recruiters can truly decide if a candidate is right for the organization. Meanwhile, your candidate is testing the waters as well. If the interview seems disconnected and a little lackluster, it won’t matter how much the applicant needed a job.
As Paul Petrone (@PaulPetrone1) of VoiceGlance advises, always be prepared to blow away the potential hire, no matter how prestigious you believe your company might be within the community.
“...the interview itself is the make-or-break experience for candidates and the key to closing top talent. And one of the best ways to make a good impression on candidates is to have everything flow smoothly during the interview process.
As the recruiter, making that happen means ensuring that both the interviewers and candidates are well prepared.”
.@PaulPetrone1 explains why you always need to be prepared to blow candidates away. Read more:
Don’t Expect Research if You Can’t Provide Some of Your Own
Just as Mr. Petrone mentioned, the legwork done prior to meeting a candidate is important to the success of meeting with your talent for the first time. Generally, those in hiring expect candidates to come prepared to speak to company values and history, but the research a recruiter conducts prior to approaching a candidate for a position can save time and make for a more personal and positive touch.
Tanya Oziel-Bourque (@MsTanyaRecruits), CEO and Founder of OpExper & OppCount, believes in the power of that research.
“It takes less than 60 seconds to run a search on Google. Learn a little bit about your candidates before calling them about a position. If a candidate has a portfolio or website, take a look at it and review their work. There are times where I am impressed by their website or work and I compliment them. Sometimes I ask them questions about a particular project or product they built. You can also understand about their personal preferences or life circumstances by doing a little bit of research.”
Check out out to create a compelling candidate experience with these 4 articles.
.@MsTanyaRecruits explains the importance of doing quick research on candidates before meeting them:
Candidates are Always Candidates, Even When Hired
Senior recruiter, Alysse Metzler (@AlysseMetzler), believes that the connection she makes with a candidate shouldn’t end the day he or she becomes an employee. It’s that dedication to relationships that helps grow the company’s reputation as an employer.
“To make sure my new hires know that our conversations and my engagement was genuine, I set 30-60-90 day follow-ups. I’ll meet them for lunch or just a brief 15 minute catch up. I also make sure to document their birthdays, anniversaries, or any life events in the future. These conversations open the doors for any issues; I can then be proactive with any potential employee conflicts and prevent them from occurring.
This little act of consistent touch shows the employee that the company and I value them and are happy they are part of the team. And, when an employee feels appreciated, they will provide referrals, be more productive, and make our jobs easier as Recruiters and HR professionals.”
Do you treat candidates like customers? You should be.
.@AlysseMetzler explains how she makes sure new hires know their conversations are genuine:
Are you a recruiting leader with an amazing candidate experience? Tell us about your approach in the comments! If, however, you know you need a better hiring process, look no further than the ClearCompany applicant tracking system. From the day talent becomes an applicant to the moment they reach employee status, we’ve got your team covered. Demo now to see what we mean.
As ClearCompany's HR Business Partner, Laura focuses on all things HR including managing employee benefits, onboarding and engagement initiatives. With a keen focus on best-practices, she serves as a strategic partner to the leadership team by acting as a trusted resource on a wide variety of human resources topics including policy interpretation, creating and recommending enhancements to the HR process, and career development.