It never ceases to amaze me how much you learn each time you become a candidate.
I recently changed my role/company/career focus. I was an active/passive candidate - depending on the day. I went from active to passive to a combination of both. There have been a million theories about how it happens, the transition from active to passive. A bad day...the sudden realization that what you're doing is not your joy...maybe just another day of feeling like what you're doing doesn't matter. Whatever the reason, the transition can happen in seconds, hours, days or months.
Candidate experience is so much more than making the recruitment and on-boarding process smooth and streamlined. It's about understanding the need of the individual you've encountered, validating a culture fit and seeing what opportunities can be developed from that exchange. I realize in the "real" world of big business, these types of exchanges take more time then any recruiter is ever afforded...but let's face it, ours is STILL a relationship business. So how do you make the process faster, but still ensure you can engage your candidates in meaningful conversations that lead to smart job offers, increased verbal acceptance and happier attrition rates?
Optimize. Optimize. Optimize. But that in itself is another posting.
What did this last go as a candidate teach me as a "recruiting mind?"
1. My job didn't come to me as a posting on a site. It began through a professional relationship.
It was a great conversation between a somewhat active candidate who suddenly had some clarity on exactly what they wanted to do, and an employer that had just done some brainstorming on exactly what they needed.
2. The exploration of a job should be flexible, reviewable...and tailorable.
Yes there are skill sets required to do each and every job out there. But what truly lands that "active/passive or sometimes both" candidate, is YOUR ability to truly identify what matters for that position to be successful...and what does not.
3. You never know when that perfect job/perfect candidate is going to come along, so be ready to pounce when it does!
A huge part of candidate experience is being able to meet the candidate's need. And It's not just returned phone calls or an alert that tells them where they are in the process. It's can be as simple as taking the time to build some "intel" on that candidate. To effectively sell the job, you need to also sell the company, the vision and the fact that this opportunity affords that candidate everything they are looking for. You don't find any of that out without cultivating a relationship with each potential candidate you meet.
...and you can't cultivate a relationship if you don't have an efficient way of managing the candidates that you find... ;)
But that's another blog for another day.
Stop back and visit soon. Recruitment Spin is back up and powered to go.
Oh, where did I land? Talenthook. Stick around, it's going to be a lot of fun. They'll be much more on candidate optimization, compliance, sourcing automation and everything else that keeps us spinning.
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