Until We All Win
Practical applications for good candidate experience
My last edition was about the ideology of candidate experience – the intentional work that makes it easier to recruit while leading to a better experience for everyone.
Today’s provides some practical examples already being done, which you can do too, and my observations on why it matters.
The next newsletter takes this further, encouraging you to create an intentionally good experience across all the touchpoints in the candidate journey.
Three examples, with a bonus for the constant reader:
1/ Monzo Bank provides their interview process in their job adverts
Take a look at this randomly picked advert:
Now, I don’t think the overall advert is great, but highlighting the recruitment process is an excellent idea.
Why wouldn’t you?
I spoke to a number of senior job seekers about their experiences applying for adverts, and they without fail agreed that knowing the recruitment process going in takes a little pressure off them.
Clear expectations are never a bad thing.
2/ Before You Apply goes further - provision of detailed insight on the process to candidates invited to interview
Have a read of this post on LinkedIn and give Nate a follow.
What happens when you say yes to an interview?
Now this one’s a bit more involved, so if you are recruiting at volume, you’ll need to either systemise or prioritise. Key hires are a good minimum to start with.
Again this comes back to expectation management and drawing candidates forward at every stage. If they know there will be a 4th interview in six weeks’ time, there is less opportunity for doubt to creep in.
It has the added benefit of creating accountability with hiring managers who intentionally agree to the stated process - everyone is less likely to be messed around.
3/ Jennie Child recommends this inclusion to your email signature
Read this post from Jennie, whose business consults on inclusive recruitment:
While her advice is focused initially on ND candidates, it’s applicable to everyone.
What a great way to build trust and create a more even playing field for candidates to show their best selves – assuming you qualify in and don’t qualify out.
I do all three of these things personally and wouldn’t look back.
Bonus: if you’ve read the first two newsletters
These two emails highlighted common issues with advertising that can prevent the best candidates from applying and increase the number of irrelevant applications. It’s the readers’ experiences that inform their decision to apply and not to apply.
Look to Pizza for better recruitment
I encourage you to read them again in the context of this post.
The point of these steps is to intentionally create an improved experience from better and more accessible information – something that is in your control.
The consequence is you’ll find it simpler to fill vacancies.
That’s it for today. Why not try these tactics out, and see what happens?
The next newsletter talks about a subset of candidate experience I call “new employee success” which again encourages you to look at each touchpoint in your recruitment intentionally and with the candidate in mind.
Thanks for reading.
Regards,
Greg
p.s. If you’re still here, like the idea of improving how you recruit, lack capacity or need better candidates, and are curious how I can help, these are my services:
- recruitment of key hires in commercial, operational and technical leadership disciplines
- manage part or all of your recruitment on an annualised service basis (Cognate)
- recruitment coaching and mentoring (if you need a periodic steer in the right direction)
- recruitment strategy setting (for single vacancies through to programmes of work)
- outplacement support
Just hit reply if you want to check if my approach is right for you.