Transparency: A Red Carpet Experience for Candidates

“Your Uber driver is named Pete. Hes driving a white Prius and will arrive in 3 minutes.” 

People aren’t happy about having to slog through poorly designed experiences anymore. Companies like Uber and Lyft are driving demand for white-glove services and full transparency, transforming the age-old experience of hailing a cab into a less anxiety-inducing and more human experience. In the past year, the bar was raised on how people expect to experience many everyday services, and they’re now demanding a more “Uber-fied” experience everywhere. These expectations have even made their way into the employment process, where the war on talent is won by employers and technology providers working together to deliver an experience that meets the candidate’s expectations.

Your Hiring Process is Like Hailing a Cab

From the candidate’s perspective, the experience of finding and starting a new job is like the old way of hailing a cab — awkwardly standing on a street corner waving one’s hand in the air with no idea if or when a taxi would arrive. A resume is seemingly submitted into a black hole, and a similar waiting game begins that continues all the way through the hiring process.

If the candidate is one of the lucky ones who actually receives and accepts a job offer, they don’t often hear anything again until they show up for work on the first day. This waiting game creates anxiety and uncertainty, with candidates worried about the status of everything and wondering what to expect next.

Employers can’t afford for the process to be this way anymore.

Just as Uber disrupted transportation, HR technology vendors are now making a better candidate and new-hire experience possible with processes that are rapid, easy, and transparent.

Transparency = A Red Carpet Experience

Transparency is the key to reducing candidate anxiety and making a great first impression. So what does it actually mean to build transparency into the hiring process? Let’s look at what it means to be transparent along the four main steps of the hiring process:

  • Recruiting: Websites like Glassdoor are now making it very easy for candidates to provide feedback about their recruiting and interviewing experience, whether they are hired or not. Feedback is the new currency in our online world, and putting your best foot forward in this early stage of the process is more important than it’s ever been. Keeping your applicant informed of the status of their application, interviews and prospects will go a long way toward creating and maintaining your brand’s reputation as an employer.
  • Hiring: Hiring is all about momentum and the stakes are even higher in this stage of the process. If your process takes too long or causes anxiety you might lose the candidate you’ve now expended so much time and money recruiting. The Talent Wars rage on and you need to keep your candidate feeling good about their decision so they don’t choose another job. The way to do that is by setting expectations about all that will happen during this part of the process. Tell them what you’re going to do, tell them when you’re doing it, and tell them when each step is complete.
  • Screening: There’s no way to get around the fact that background checks and drug screenings are intrusive. If you doubt that, just take a look at the verbiage in a standard Disclosure for Background Check notification:
    “The report may contain information bearing on your character, general reputation, personal characteristics, mode of living and/or credit standing.”
    This is one time in the process when a human touch can really make a difference. You owe it your candidate to be transparent through the process, not just because regulators are requiring you to do so, but also because you care about creating a good experience for them.Regulators are driving more transparency in the screening process. In five different states, employers are now required to give candidates the opportunity to request a report with the results of their background checks and this trend will likely continue. Go over and above what you’re required to do by letting them know exactly what to expect, keeping them informed of the status of their screenings, and giving them a person and phone number to call with questions.
  • Onboarding: This is your area to really shine with your new hire. A good onboarding process will make them feel great about their decision to join your organization and help them to feel prepared to start on day one. Let them know exactly what paperwork they’ll need to complete and give them the opportunity to do so online before they show up to work on the first day. This is also a prime time for you to lean forward in helping them to get to know your culture and brand. Get information in front of them that helps them get to know the company; like corporate videos, your employee handbook, social media links, and other training materials. 

Transparency gives candidates control of the process, replacing anxiety and uncertainty with trust and confidence. Lead your candidates through the process with an online portal, like TalentWise, that provides real-time updates and notifications, outlines all tasks to be completed, and enables candidates to complete those tasks on their own time, in the comfort of their own home. Create a transparent hiring process where everyone wins.

photo credit: Passage to history via photopin (license)


TalentWise is a client of TalentCulture and sponsored this post.

Recruitment Marketing: Your Key to Recruiting Success [Webinar]

Recruitment marketing has never been more important. Why? Today’s hiring economy is highly complex and competitive–and finding top talent is harder than ever. Unemployment is at a seven-year low, and it’s taking increasingly longer to hire. If you’re a recruiter in search of top talent, this is likely something you live and breathe on a daily basis. 

In fact, attracting candidates and retaining current employees is a lot like attracting and retaining customers. Consumers can take up to 12 touch points with a brand before they make a purchase decision. Candidates are researching your employer brand the same way: They’re following you on LinkedIn and Twitter, reading reviews of your managers on Glassdoor and checking out your latest blog posts and YouTube videos. That means your relationships with candidates don’t start from the point of applying; the begin long before–from the point of attraction.

Candidates seek a relevant, transparent, and personalized experience–and expect it in every interaction, before they even get to submitting an application. How valuable are your social media posts? How authentic are your career site stories or employee testimonials? And how transparent are your emails?

Bottom line: How you treat every candidate has a direct impact on your brand. In today’s digital age, where sharing experiences online is commonplace and even expected, a poor candidate experience can be bad for business, bad for branding–and translate to millions in lost revenue annually.

This changing talent acquisition landscape requires a more proactive, engaging, multi-touch approach. Today, we call that “Recruitment Marketing.” Recruitment Marketing is the process by which you find, attract, engage and nurture candidates–your talent acquisition leads–to build a more qualified pipeline of candidates and ultimately convert more quality hires. Today, it’s important to understand that the goals and day-to-day focus of your recruitment marketing team is completely different from the goals and day-to-day focus of your recruiting team. A recruiting team’s job is all about conversion. Their focus is on converting the most highly qualified, most sought after applicants into hires. Recruitment marketing’s job, which is completely different, comes first. Their focus is on developing strategies that allow them to attract leads and convert those leads into applicants, so that your recruiting team can choose from a larger and more qualified pool of applicants. Recruitment marketing’s job is to attract and qualify candidate “leads” that can be delivered to the recruitment team to convert–and “close” with a job offer that’s accepted. This process, and the collaboration between recruitment marketers and recruiters are what is driving today’s modern recruiting organizations.

Today’s job seeker doesn’t want just a job. They want career development opportunities, stellar company culture, employee camaraderie,and a purpose. As a result, transparency up front, and in every touch point thereafter, is an essential start to building a better candidate experience.

Being transparent isn’t always as simple as it sounds. But a step in the right direction is a clear understanding of what exactly recruitment marketing is, and how to structure your team to deliver the best results. If this is what you’re focused on now and as we move into a new year, I hope you’ll join me and my friends at SmashFly for a webinar on best practices for recruitment marketing and how it’s driving transparency in today’s modern recruiting organizations. The webinar will be on Tuesday, November 17, at 11:00am PST / 2:00pm EST.

Here is what you can expect to learn: 

  • The edge of the talent funnel in HR and recruiting
  • What recruitment marketing is and isn’t
  • The critical importance of transparency in recruitment marketing (and how to be transparent)
  • The primary components of a successful recruitment marketing strategy

Good stuff, I promise. Take a quick minute to register for the webinar using the link below and I can’t wait to see you there.

Webinar Registration Link: Why Transparency is Key to Recruitment Marketing Success & How to Master It, Tuesday, November 17, 11am PST/2pm EST 

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