{"id":32034,"date":"2010-02-19T15:15:38","date_gmt":"2010-02-19T15:15:38","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=32034"},"modified":"2021-01-07T17:51:32","modified_gmt":"2021-01-07T16:51:32","slug":"keys-candidate-experience","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/keys-candidate-experience\/","title":{"rendered":"Three Keys to Creating a Great Candidate Experience"},"content":{"rendered":"


<\/p>\n

<\/a>\"Black<\/a><\/div>\n

A Closer Look at the Candidate Experience<\/a> drew a comment from Gerry Crispin (one of the masterminds at CareerXroads<\/a>) that has made me give a little more thought to this topic.\u00a0 His point:<\/p>\n

Firms will increasingly be able to measure the link from an improved candidate experience to higher engagement as employee and (surprise) better company performance.\u00a0 Then we\u2019ll see some light escaping the black hole.<\/p>\n

This is really important.\u00a0 If companies recognize a significant business (i.e., dollar) value in treating candidates decently, they will be more likely to make an effort in this direction.\u00a0 So establishing the link between a great applicant\/candidate experience and great employee performance can help put this topic on the corporate radar.<\/p>\n

It might also be helpful to super-simplify the steps required for process improvement .\u00a0 There can be a lot of touchpoints and moving parts involved in the candidate experience\u2014but there are really only three rules for making the experience great.<\/p>\n

    \n
  1. Communicate<\/li>\n
  2. Communicate<\/li>\n
  3. Communicate<\/li>\n<\/ol>\n

    Can\u2019t get much simpler than that.\u00a0 But as always, the challenge is in the details . . .<\/p>\n

    First, <\/strong>communicate on the corporate Careers site.\u00a0 Really<\/em> communicate.\u00a0 Go beyond PR fluff and pretty pictures–include substantive information, and plenty of it.\u00a0 Be transparent.\u00a0 (This 2009 post on transparency<\/a> is worth revisiting.)\u00a0 And make social media communications meaningful, instead of just trolling for passive candidates.<\/p>\n

    Second,<\/strong> communicate with every single applicant.\u00a0 Every \u00a0one.\u00a0 Consistently and sincerely.\u00a0 Impossible?\u00a0 No!\u00a0 Even if the communication is just an automated email, it can be nicely worded and can even be informative and helpful to the candidate.\u00a0 Above all\u2014try to close every candidate interaction with a communication:\u00a0 an acknowledgement (\u201cthanks for applying\u201d), an update (\u201cwe\u2019ll be scheduling interviews later this month\u201d), a kindly rejection (\u201cwe really appreciate your application, but”), an interview invitation (\u201cwe look forward to meeting you\u201d), a courtesy note (\u201cthanks so much for your time to interview\u201d), a sincere rejection (\u201calthough we really enjoyed meeting you\u201d), or an offer (\u201cwe are so excited\u201d).<\/p>\n

    And third . . .<\/strong> communicate during the interview itself, and during other personal interactions.\u00a0 Whoever talks with the candidate should have something to say–they should be knowledgeable about the position and <\/em>about the company and<\/em> about the candidate.\u00a0 (Reading the resume before meeting the candidate should be a minimum requirement.)<\/p>\n

    That may sound like a lot of \u201cextra\u201d work\u2014but for many companies, it may be mainly a shift of priorities.\u00a0 Once they start looking at the process from a human connection perspective, there may be a lot of obvious opportunities to tweak for improvement.<\/p>\n

    More ideas:<\/em> Interesting background view<\/a> from \u00a0Paul Dodd and Sarah Welstead at head2head.\u00a0 A Gen Y take<\/a> from blogger\/strategist Sarah White.\u00a0 A good example<\/a> from Best Buy Canada Ltd.\u00a0 And a thoughtful prediction<\/a> from Claudia Faust at Improved Experience.<\/p>\n","protected":false},"excerpt":{"rendered":"

    A Closer Look at the Candidate Experience drew a comment from Gerry Crispin (one of the masterminds at CareerXroads) that has made me give a little more thought to this topic.\u00a0 His point: Firms will increasingly be able to measure the link from an improved candidate experience to higher engagement as employee and (surprise) better […]<\/p>\n","protected":false},"author":1,"featured_media":32036,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25,6147],"tags":[6162,6196,33,2931,6195],"class_list":{"0":"post-32034","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"category-featured-careers","10":"tag-candidate-experience","11":"tag-corporate-careers-site","12":"tag-corporate-communications","13":"tag-corporate-recruiting","14":"tag-great-candidate-experience","15":"entry"},"yoast_head":"\nThree Keys to Creating a Great Candidate Experience - 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