The Importance of the Candidate Experience: Talent Talk with Robin Erickson – Part 1
Robin Erickson, Ph.D., Vice President of Talent Acquisition Research at Bersin by Deloitte Consulting LLP, sat down with the IntraWorlds team to discuss modern talent recruitment strategies and best practices for a first-rate candidate experience. In the following Talent Talk video, view our conversation with Robin to learn why the candidate experience is so important for your organization.
For the transcript of the video, please see below.
“Attracting, developing, and retaining employees is becoming a concern of not just the HR directors but also of the CEO’s and executives in the C suite. We recently published a survey in March 2014 where we found that 75% of global CEO’s and HR leaders felt that talent acquisition was either extremely important or actually an urgent issue.”
What is a common mistake when creating a candidate experience?
“One area that’s often missed by recruiters is that they look at the recruiting process as a one-way street, they are only looking at it from their perspective and thinking about the steps that they need to take in order to find candidates, interview them and then hire them. Instead, they need to be looking at it from the candidate’s perspective. Looking to see; is it an easy process? Do the candidates know that their resumes are being seen? How do they know their applications are not falling into a black hole? It’s really important that you treat candidates the way you would like to be treated.”
What are candidates looking for?
“I think that the most important thing for an organization to do is to be consistent. Candidates are looking for consistency in terms of messaging. They are looking for transparency in terms of those messages; they are trying to find out whether the organization actually does what it says it does. It is so easy now to find out information about organizations and their employment brand on the internet so I think that the consistency of message is very important.”
What needs to be changed in today’s recruiting?
“I believe that there are five things an organization should do as they think about changing their recruiting process in order to foster a better candidate experience:
1. Disruptive Approach
The first thing is a disruptive approach. Anything you can do to make your organization stand out from your competition is going to be of value. For example, one organization actually has their recruiters call all of the declined candidates.
2. Social Strategy
The second thing organizations should do is be extremely social. People are going out to the internet, they can find out anything they want to know about your company. Some best practice that organizations have done is to have social media curators, people who find interesting information about the organization and send it out to those who are interested.
3. Candidates and Employer Brand Centric
The thing you need to focus on is being candidate AND employer brand-centric. You need to focus on the candidate and make sure that the whole process resonates with your employment brand
4. Targeting Candidates
The fourth thing is that you need to think about targeting your candidates. If you’re looking for software engineers, go to where they are at and try to engage them. If you are looking for sales reps, find out where they hang out online and target those individuals.
5. Global Implications
The last thing to do is to think about the global implications of your brand, you may have offices in multiple countries and you may be trying to recruit people from across the globe.”
A huge thank you to Robin for taking the time to share her valuable insights and knowledge. To connect with Robin and learn more about her research, follow her on Twitter at @RAEricksonPhD. To see part one of our Talent Talk interview with Robin, click here.