In the expanse of the Hotel Irvine grand ballroom—nestled in the heart of sunny Southern California—recruiters move from booth to booth like tourists along the Hollywood Walk of Fame. They’re laughing and shaking hands and telling stories; formalities and rituals before business begins.
It isn’t long before the conversations shift from small talk to real talk. The, “how have you been’s?” and “so great to see you’s,” become, “I need to enrich my pipeline and reach more candidates…show me your applicant tracking system…can you parse resumes with it?”
One thing you deduce at a staffing and recruiting conference is the air of excitement when recruiters talk about their career field. They want to stay current and understand how software solutions benefit them. They want to go home better than when they arrived.
And it is here where our journey ends. Not California like some Steinbeck-cliche or Manifest Destiny creed of the American West, but realizing that when recruiters gather together, their ambition is contagious.
For over 13 years, the reality singing competition has captivated, dare I say hypnotized, American television audiences. It started in 2002 with American Idol, and—as far as TV networks are concerned—won’t stop until they’ve forced every last person with any ounce of talent into our car stereos and Spotify playlists.
So when NBC introduced The Voice in 2011 I was…skeptical to say the least. Why did we need another prime time karaoke competition?
But The Voice was different. Not only did the celebrity judges “draft” singers to their respective teams instead of judging their performances alone, but they also had to pick singers with their backs turned to them. They couldn’t pick on appearance, hair color or gender. They had to choose based on what the name of the show suggests. The person’s voice.
So what does this have to do with recruiting? Until a few days ago…I assumed nothing. As I’ve alluded to in recent posts, human nature wants us to make poor hiring decisions. It wants us to choose people like ourselves and wants us to make judgments early in the interview process—like 10 seconds into the interview early.
I hear you all in the backseat. Your eager voices echoing like children on a family road trip to Mount Rushmore or Washington D.C.
“Are we there, yet?”
No, not yet. But I promise we’re getting…closer.
I know our last stop in the realm of bad candidate experiences was difficult at times, but it was crucial in order to overhaul and reshape the candidate experience.
So with Bad Candidate Experience-ville fixed in our rear view mirror, let’s set our sights toward a new horizon, one dotted with the shiny skyscrapers worth gasping over — the companies whose candidate experiences are at the heart of their success. Simply said, now that we know what a good candidate experience is not, it’s time to learn what a good candidate experience is.
Before we can reach our terminus of enlightenment for the “ultimate candidate experience,” our pilgrimage requires a pit-stop in the land of the bad, the depraved and the nefarious. Here we will leap into the turbulent waters of long and complicated job applications, and pore over characteristics of candidate experiences so awful that people spread the word like tent-revival evangelists.
Don’t worry, we won’t stay here long. No, our final destination is far from this land.
Our purpose here is simple. In order to overhaul the way candidates interact with your company, you must first understand what a great candidate experience is NOT. This means examining the recruiting process through an applicant’s eyes and thinking about his or her experience above everything else.
Take a moment and think back to the last time you looked for a job. The last time you navigated a company’s career site. The last time you filled out an application and waited patiently for a response. (Okay, maybe you weren’t that patient).
How was the experience? Do you remember feeling frustrated or lost? Could you pinpoint the company’s career page? Did the application have more blanks than a Wheel of Fortune Bonus Puzzle without “RSTLNE” or more instructions than the board game “Risky Settlers Knights and Allies of the Lords’ Dominions of Earth: Pandemic Edition?”
Positive or negative, a candidate’s perception of a company can change based on the application and recruiting process. As recruiters, we can no longer ignore the candidate experience or treat it as an afterthought.
The new year is officially underway and the signs are everywhere.
There’s a signup sheet for treadmills at the gym, the produce aisle at your supermarket is bustling with people buying kale and other vegetables and your friends have all informed you they are quitting Facebook – “like for real,” this time.
Whether or not you are still committed to your New Year’s resolutions (hopefully you are), Zoho Recruit wants you to know it’s never too late to set and work toward achieving your professional goals in 2015.
So with that in mind, lets look at a few ways you can up your recruiting game in the coming year!
Remember the days of writing a letter to Santa Claus? When you’d sit down with your computer or pen and paper and make a list of everything you wanted for Christmas.
Kids all over the world send letters to Santa ever year. In 2013, the Universal Postal Union expected to receive more than seven million letters from 192 countries addressed to Santa (or his cultural equivalents). That’s a lot of mail for one man.
As an adult the days of writing to Santa but that doesn’t mean you stop wishing. It just means those wish lists are more…practical.