Headlines such as “How to Get More InMail Responses” or “Where to Find Talent” fill the digital screen as the recruiter eagerly learns how to fill job requisitions as quickly as possible. In the midst of these self-improvement and career-advancing techniques, however, many recruiters fail to consider one important aspect of the job: the candidate. Qualigence conducted a survey asking recruiters and hiring managers about what their primary focus is and ZERO respondents said “Making sure the Candidate is Satisfied.” In other words, as recruiters are striving to improve their skill set, candidates are still suffering at their hands.
A recruiter will never be successful unless candidates become their number one priority. Consider the following 3 tips for candidate experience.
Do Your Homework:
Before approaching a candidate, recruiters should have already done some basic research. In fact, one Forbes article noted that half of all candidates “want recruiters to do more research before calling.” Basic phone calls, along with LinkedIn searches, can reveal the target’s position, past experience, location, education, and various other qualifications. Once the recruiter has made initial contact, he or she must continue to gather information through phone calls or in-person communication. Learn about their strengths, weaknesses, passions, likes, dislikes, and everything in between.
Keep their Attention:
As of 2013, the average attention span is eight seconds (hreonline). Undoubtedly, recruiters and hiring managers have a very small window from which to grab and hold candidates’ attention. This means that long, tedious job descriptions are likely to do more harm than good and must be done away with immediately. Andrew R. McIlvaine reiterates the words of one executive recruiter as he writes, “Most people will not sift through a long list of qualifications -- they want to see what the company is about, what it feels like to work there, that they're going to be part of something that's engaging and satisfying.” It is time to get the marketing team involved and add some excitement to these traditional documents.
Invest in Culture:
Candidates must be made aware of the type of culture that the company promotes. If the workplace culture is already positive, candidates will usually pick up on this reality. Therefore, investing in a positive workplace culture aids in hiring qualified talent. Jeanne Meister of Forbes noted that “83% of HR leaders said ‘employee experience’ is either important or very important to their organization’s success” in a Future Workplace and beyond.com study. Promoting this type of culture keeps candidates, employees, and employers satisfied.
How will your organization invest in candidate experience today?