Being in the staffing industry for (gulp) 20 years, I have seen so many changes to the industry. So many ebbs and flows based on where the economy is, the use of technology, and the ever-changing world of work. As unemployment is at an all-time low, we are at a severe war on talent and organizations must do more than ever to ensure that they are attracting and retaining the best talent to remain competitive.
At TTA, in my role as Senior Director, Talent Networks and Partner Success, I have the exciting opportunity to work with our learning talent and partner network every day. So, it goes without saying, that I’m always learning and improving things along the way. Recently, I’ve focused on improving the candidate experience for our L&D community of contractors and full-time placement candidates.
Here are some of the ways we’ve been improving our candidate experience to foster lasting relationships.
Five Ways to Deliver an Incredible Candidate Experience
1) Write it Up – It’s important to not only capture the role and responsibilities, but also information on a day in the life of what a candidate can expect, and some fun tidbits on the company’s culture. When writing a job description, think of yourself as a marketer for your company. Include a fun video to share what a blast it is to work for your company.
2) Stay in Touch – This is the most important piece of the puzzle. Today, there is so much technology available to automate communications. Letting candidates know where you are in the process and if they are a viable candidate is so valuable to them and to your company’s brand, not to mention, it’s the right thing to do. What would you want done for you if the roles were reversed?
3) Make it Easy to Apply – In business, it is so important to be easy to do business with and employers are no exception. I cannot tell you about how many friends who have told me about ridiculously long applications processes or jumping through hoops on online hiring platforms only to never hear from anyone. Make the process easy and use the time with your candidates to build rapport and ask important questions.
4) Prepare your Candidates for What to Expect – As part of your initial intake interview, let them know what the process looks like. Do you do assessments? Who are the players they will be engaging with? How long will the process take? Will there be a final dance off? Letting candidates know what they can expect will allow them to start thinking about their investment of time and how to prepare for each step.
5) Ask for Feedback – We can always get better! Send a survey or encourage candidates to go to a social site like Glassdoor to share their feedback. Their honest feedback and comments are valuable. Think of your candidate experience process as an ever changing, agile process which you continue to tweak and enhance as time evolves.
Finally, it’s important to remember to have fun! Your excitement and enthusiasm for placing talent comes through in every interaction with people. I’d love to hear some of your best practices for creating a great candidate experience. Share some of your thoughts with us!