Five keys to unlocking growth in marketing’s “new golden age”
6 Keys to Unlocking a Better Candidate Experience
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Transcript of 6 Keys to Unlocking a Better Candidate Experience
Keys to Unlocking a BetterCandidate Experience6
The improving economy has shifted the power back to the
candidate, which means that you have to step up your recruitment
efforts in a big way if you want to win the war for talent. In order
to lure the best candidates away from your competition, you need
to give them what they want. But first, you need to know what
they want, as well as best practices for recruiting them.
Consider these six tips to provide a better
candidate experience and recruit smarter in
today’s candidate-centric world.
Customer Relationship Management (or Candidate Relationship Management, as it’s called in
the talent acquisition world) is more than a sales ploy. It’s a way for recruiters to find
candidates, build relationships and keep relationships alive with candidates you may want to
hire now or in the future. Through personalized and automated communication, you can make
the candidate feel valued — minus the inefficiencies of writing individual emails.
Sounds like a no brainer.
Key No. 1: CRM Isn’t Just a Buzzword
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Your job descriptions need to do more than just describe the job. Think of them as a marketing
tool to capture the attention of the best candidates. Good luck getting a candidate excited to
read dry, compliance-driven job descriptions! By injecting creativity, transparency and
originality into your descriptions, you’ll help candidates picture themselves at your
organization — and get excited about being a part of your team.
Key No. 2: Your Job Description Should Do More Than Fill Space
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If your company can’t offer over-the-top benefits or you’re not located in a big city, you still
have something to offer job candidates that other “sexier” companies don’t. You can make even
the most conservative employer brand stand out by highlighting your own set of perks — such
as stability; a solid rewards package; and an inclusive, diverse environment.
At the end of the day, those are the types of things that job seekers truly want from the
employer they choose.
Key No. 3: Coax the Sexiness Out of Your Conservative Brand
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You may only have the time and resources to devote to candidates who are a match for a
particular job, but by neglecting everyone else, you could be losing out on future
employees—and potential brand advocates. Sixty-five percent of job seekers say they’re less
likely to use an organization’s services if they don’t hear back after an interview. Regardless of
your industry, a negative hiring experience can affect your bottom line. Strive to be more human
and consistent in your communication and provide closure for those who don’t make the cut.
Key No. 4: Remember the Human Side of HR
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OK, so you know you need to relentlessly pursue candidates, especially in today’s economy.
But when do you cross the line from enthusiasm to stalking? If a candidate isn’t returning your
calls, continues to reschedule interviews or won’t commit to giving an answer on a job offer, it
may be time to pump the breaks. Allow the candidate room to progress at their company and in
their career, and when the timing is right, you’ll connect again.
Key No. 5: Sometimes You Should Play Hard to Get
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Did you know that 3 in 4 full-time employed workers are open to or actively looking for new
job opportunities? Don’t let your top talent walk out the door because you haven’t shown them
any love. You must constantly re-recruit your current employees by addressing their career
needs and goals. If you don’t do it, another company will.
Key No. 6: Treat Your Employees Like Candidates
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Forget what you think you know about HR... it’s all about to change.
This content was created for CareerBuilder’s Talent Advisor Portal, an online hub of exclusive content
designed to empower you with the insight necessary to go from HR professional to Talent Advisor.
Think of it as HR…in HD.
MCCLURE RUETTIMANN STOLLAK BROWNE SACKETT
Business leader, entrepreneur
and executive coach.
Speaker, strategist and author
of “I AM HR.”
Ph.D., associate professor at St.
Norbert College.
Executive director of human
resources for LaRosa's, Inc.
SPHR, president of HRU Technical Resources.
>> SUBSCRIBE ME TO TALENT ADVISOR>> TAKE ME TO THE TALENT ADVISOR PORTAL
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