Think about the current process most companies have in place – post and pray. The typical job candidate in today’s market is being treated like their time is less valuable than the company’s time. Few companies have yet to realize that the pond is drying up.
Candidates are treated the same, for good reason. It is imperative that we have a consistent hiring process for compliance reasons. This process, however can sometimes leave candidates feeling like they are being herded like cattle. Especially those passive candidates. A Recruiter or Hiring Manager will do a great job of finding that person and selling the opportunity to them. The “passive” candidate submits their resume and becomes part of the general interviewing population. The candidate that you’ve been courting is excited about exploring a new role. Now it’s up to your organization to leave a lasting impression on them throughout the interviewing process. They arrive to the interview and it’s game face on for you and your company. This candidate that you heavily recruited to come interview with your company is now being herded through the process.
The age-old saying is, “You only get one chance to make a 1st impression.” In the interviewing process both parties are making a 1st impression at each step in the process.
So, as astute Recruiting & HR professionals we need to up our game! We must make an extra effort to get everyone in the hiring process on the same page so we don’t lose the best candidates because of our broken, cookie cutter process. We must learn, sometimes the hard way, that we need to change the process. By that I mean, learn how to treat people the way you’d like to be treated. Like a person. We’re not implying that you should treat the active and passive candidate any different, I’m saying put on your best face and give people a reason to want to come and work with you and your company. Create a uniform process that is progressive, personable and leaves a lasting positive impressive on every candidate. There can be a tendency to treat people like cattle until they are identified by the key stakeholders as the top candidate, then they’re treated like a European Truffle.
It is our job to provide suggestions that spice up our interviewing process and take a page out of the Ritz Carlton hospitality handbook. Make changes that will leave a special, positive, unique and lasting impression on each candidate that interacts with your organization.
If your recruiting process is the same way it was five years ago, I challenge you to take on a new and exciting project – recruitment process enhancement. One person can make a difference.Share