Candidate experience is a trendy buzzword in today’s recruitment environment. Do you know what it is? More important, do you know how job seekers view the experience that you offer? Candidates that come into your recruitment process only to be treated poorly are likely to drop out of your talent pool. That’s bad enough, but do you want to take the risk of them getting on Glassdoor or some other public site and sharing that experience? You may not even be aware of gaps or broken part of your process. Here are just a few examples of real situations that have happened in recent weeks to people I know: Read the rest of this entry »
I read a staggering statistic this week: according to SHRM (the Society for Human Resource Management), 92% of people NEVER finish online job applications. This is terrible news for recruiters and employers in a candidate-short market. You simply cannot afford to turn candidates away through an onerous online application process. How can you improve this critical part of the candidate experience? Read the rest of this entry »
Today’s guest blog is from People 2.0, a leading provider of back-office solutions for staffing and recruiting organizations, nationally and globally. We offer a variety of support services, including payrolling, payroll funding, risk management, etc., and serve as a strategic resource in helping you efficiently and profitably place talent. www.people20.com
Ghosting: You say you’ll call, but you never do…
You might be doing your candidates, your clients, and your recruiting firm a disservice by ghosting job applicants. If you’ve never heard of this term, it means that you’ve effectively gone radio silent on an applicant without explanation. This can happen after exchanging emails or LinkedIn messages, after initial phone interviews, or after a lengthy interview process. Read the rest of this entry »
There’s been some lively discussion among the NPA ranks this week about the perils of neglecting candidates. While many (most?) recruiters say they work for the client—and I don’t disagree, because that’s who pays the bills—it seems timely to remind independent recruiters not to forget about the candidate. Especially in the candidate-short market recruiters are facing today.
Candidates have options. Lots of options. You’re not “doing them a favor” by helping them take important steps in their career. Independent recruiters and clients who aren’t responding to candidates in a professional, timely manner will lose out to those who do.
Qualigence International, the largest recruitment research firm in the US, recently conducted a survey on what recruiters and hiring managers consider their primary focus in 2013. The most shocking detail? ZERO said “making sure the candidate is satisfied.” Take a look at the other results in the [INFOGRAPHIC] below:
What are YOU doing as an independent recruiter, to show your candidates a little love?
A few weeks ago I was getting ready to leave for the Fordyce Forum 2012 and wrote about how to prepare for such an event. This week, my post will focus more on some of the great content I retained while I was there – especially from Greg Doersching, Owner, The Griffin Search Group. He is such a dynamic speaker and not only kept me interested in what he was saying the entire presentation, but also gave me some great information that I thought I should pass on to our readers. The “meat” of his presentation was very detailed and descriptive but for our purposes, I’ll just summarize some of key things.
The first thing Greg talked about was the 5 prime motivators for candidates. Keep these in mind when you think about how you want to present the position to a candidate.
1. Quality of life at and outside of work
2. Major responsibilities and challenges of the position
3. Career growth and marketability
Also, a great piece of advice he gave the audience was that you NEVER want to call your best candidates first. Give yourself several calls to get the presentation down correctly before you pitch the position to them.
Another significant thing he mentioned has to do with client details that are kept from the candidate. As a millennial that was in the job market not so long ago, I would have been very skeptical if a recruiter called me and wouldn’t tell me the name of the client. In Greg’s words “we are so paranoid, that we lose business trying to protect business.”
One of the last things he said is that it’s important to close a candidate conversation with either “fact based selling” or “story-telling.” Fact based selling uses numbers to present a thought, and story-telling gives a candidate before and after pictures or success stories. You want to allow your candidate to create a visual of what he/she could be a part of.
Have you ever heard Greg speak? What are your thoughts on these topics?