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Top 10 Things Candidates Love
10. Talking to someone who is knowledgeable about their background, their company, what their potential career path may be, and who can have an unbiased conversation about options that exist.
9.Entering an interview process that is transparent.
8.Getting a courtesy telephone call to the effect of, "What we have is no for now, not forever. We value your time and are sorry about the outcome."
7.Having someone help them go through the online application process or be on hand and be knowledgeable about the system.
6.Getting a list of information that is needed to complete the online application such as W2s, phone numbers, references, and yes, even documentation to present in lieu of a real, live company that has since closed (Enron).
5.Having an honest conversation about objections to their history and being allowed to counter.
4.Getting help on resigning and also being granted some flexibility on start dates if they have real plans to travel, have surgeries, or a need to keep a schedule of their former employer.
3.Being asked for feedback on the questions asked during the interview process or what they felt were high and low points of the interaction. Also, having the chance to weigh in on the overall candidate experience.
2.Having flexibility in the process and a chance for their questions to be answered versus being interrogated without any real dialogue about their concerns.
1.Being treated with respect at every level regardless of whether they are the right candidate.
I'm willing to hear arguments that being service-oriented in this process is going to reduce the quality of the process, the applicant pool, and the hiring manager's ability to be selective. That's a cop-out. It's harder to do this in a high-volume, low-level environment.
Your role can be automated when you refuse to be the human buffer between the process and your candidate. If the worst outcome you get is that every candidate that you interact with wants you to represent them as their Agent for Life, that is not a bad thing.
In the future, it is the person with the candidate connections who will win, not the person who created the horrendous process. I bet that organizations unwilling to change or analyze the process will not win the next generational wave of top talent.
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Top 10 Things Candidates Love
10. Talking to someone who is knowledgeable about their background, their company, what their potential career path may be, and who can have an unbiased conversation about options that exist.
9.Entering an interview process that is transparent.
8.Getting a courtesy telephone call to the effect of, "What we have is no for now, not forever. We value your time and are sorry about the outcome."
7.Having someone help them go through the online application process or be on hand and be knowledgeable about the system.
6.Getting a list of information that is needed to complete the online application such as W2s, phone numbers, references, and yes, even documentation to present in lieu of a real, live company that has since closed (Enron).
5.Having an honest conversation about objections to their history and being allowed to counter.
4.Getting help on resigning and also being granted some flexibility on start dates if they have real plans to travel, have surgeries, or a need to keep a schedule of their former employer.
3.Being asked for feedback on the questions asked during the interview process or what they felt were high and low points of the interaction. Also, having the chance to weigh in on the overall candidate experience.
2.Having flexibility in the process and a chance for their questions to be answered versus being interrogated without any real dialogue about their concerns.
1.Being treated with respect at every level regardless of whether they are the right candidate.
I'm willing to hear arguments that being service-oriented in this process is going to reduce the quality of the process, the applicant pool, and the hiring manager's ability to be selective. That's a cop-out. It's harder to do this in a high-volume, low-level environment.
Your role can be automated when you refuse to be the human buffer between the process and your candidate. If the worst outcome you get is that every candidate that you interact with wants you to represent them as their Agent for Life, that is not a bad thing.
In the future, it is the person with the candidate connections who will win, not the person who created the horrendous process. I bet that organizations unwilling to change or analyze the process will not win the next generational wave of top talent.
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