Candidate Experience: Getting It Right #TChat Recap
“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not strategies.”
–Lawrence Bossidy, Author & Former CEO, Honeywell
If talent is what matters most at the end of the day, why do so many companies struggle to provide a stellar experience for job candidates? And how can we finally fix that?
This is the hot topic the TalentCulture community tackled this week at #TChat events — with guidance from two of the HR community’s most knowledgeable candidate experience experts:
• Elaine Orler, President of Talent Function Group and chairman of The Talent Board;
• Gerry Crispin, Staffing Strategist and Co-Founder of CareerXroads Colloquium.
(Editor’s Note: See #TChat highlights and resource links at the end of this post.)
Building Brand Advocates One Job Opening At A Time
What is candidate experience, anyway? Of course, it starts long before a potential employee ever arrives for an interview. In fact, some #TChat-ters say it’s smart to think of it as an ongoing brand experience that begins the moment an individual envisions a future with your organization, and continues throughout the recruitment process, and beyond.
Smart employers consider all the touch points in that process, not just the tone and content of a job description. Every interaction helps shape a candidate’s impression — from the way a company website portrays its workforce, and the way it engages with employees on social media, to the pace and flow of ongoing communication with applicants. No detail should be overlooked.
Why do details count? Because, according to our guests (and the 2013 Candidate Experience Survey Results), these factors make a lasting impression on job seekers. And cumulative impressions can determine a brand’s destiny.
Early results from nearly 50,000 former job candidates confirms what common sense tells us. Once candidates develop a perception of an organization, they’ll share their thoughts with others. And that word-of-mouth behavior can have a measurable impact on your business — for better or worse.
Roadmap For Improvement
Early next year, The Talent Board will publish a detailed survey report to help employers make meaningful changes to their candidate experience. But in the meantime, here are some self assessment questions:
• Have you walked a mile in your candidate’s shoes? (And documented that walk?)
• What kind of first impression does your company project?
• Do you acknowledge job seekers when they apply or submit a resume?
• What proportion of inquiries are completely ignored?
• Is information about your company culture available, accurate and complete?
• Are your employees empowered as brand ambassadors?
Inspiration From Candidate-Friendly Companies
How do great employers like Zappos and Microsoft make their candidate experience stand out? They treat everyone with respect and common sense. They also display other “best practice” behaviors.
These actions leave a lasting positive impression – even when candidates aren’t hired. Even when they’ve invested significant time and energy to conduct company research, customize a resume, apply for the position, prepare for and participate in interviews, and follow-up with hiring managers.
Of course, word now travels incredibly fast on social channels. And with organizations like The Talent Board paying close attention, the voice of the candidate is getting louder all the time.
So, if you care about influencing the way your organization is perceived by candidates, consider the resources and highlights from this week’s #TChat conversation, below. Thanks to everyone who contributed opinions and ideas. This is how we can move the meter in a positive direction!
#TChat Week-In-Review: Candidate Experience Survey Insights
#TChat Preview: TalentCulture Community Manager, Tim McDonald, framed the week’s topic in a post and “sneak peek” hangout video with guest, Gerry Crispin. Read the Preview: “Candidate Experience: Survey Insights.”
Forbes.com Post: TalentCulture CEO, Meghan M. Biro looked at how employers can improve their hiring process to achieve better business results. Read: “5 Tips For A Winning Candidate Experience.”
Related Post: Guest blogger, Matt Charney, recommended a provocative approach to improving the status quo. Read “Compliance: Why It’s The Only Fix For Candidate Experience.”
#TChat Radio: Our hosts, Meghan M. Biro and Kevin W. Grossman spoke with guests Elaine Orler and Gerry Crispin about the early findings from the candidate experience survey. Fascinating stuff. Listen to the radio recording now!
#TChat Twitter: Immediately following the radio show, Meghan, Kevin, Elaine and Gerry joined the TalentCulture community on the #TChat Twitter stream, for an open crowdsourcing conversation centered on 5 related questions. See highlights in the Storify slideshow below:
#TChat Insights: Candidate Experience Survey Insights
Closing Notes & What’s Ahead
GRATITUDE: Thanks again to Elaine Orler and Gerry Crispin for sharing your perspectives on candidate experience trends and implications. We value your time and expertise!
NOTE TO BLOGGERS: Did this week’s events prompt you to write about how companies can offer a more effective job candidate experience? We welcome your thoughts. Post a link on Twitter (include #TChat or @TalentCulture), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week, #TChat welcomes leadership development expert, Steve Gutzler, to discuss the role that emotional intelligence plays in our job performance and our effectiveness in leading others. Look for more details this weekend.
Meanwhile, the World of Work conversation continues. So join us on the #TChat Twitter stream, our LinkedIn discussion group. or elsewhere on social media. The lights are always on here at TalentCulture, and we look forward to hearing from you.
See you on the stream!
Image Credit: Pixabay