The Golden Age of Recruiting - How was your candidate journey?
There is a revolutionary trend in recruiting these days, and it is all about treating the candidates as customers. This philosophy changed the recruiting game and presented new opportunities for engaging the candidates. It has become very clear that the candidate's experience during the recruiting process will determine how he will perceive a company and a brand. To strengthen the employer branding, a company must work hard to build a great candidate's journey.
Today's recruiters must think more like marketers because they are "marketing" a job for potential new employees. Modern-day recruiting requires the same basic goals of a digital marketing program:
- Reputation management
- Improved engagement
- Effective outreach
One of the most valuable marketing channels a company has it's the "Career" page, that should give the candidates an authentic view of the company's culture. Check the "Career" page on the website of the company you are applying for, to see what the employees have to say about working there and find out what benefits they offer.
Today's job seekers in the IT industry have high expectations:
- flexible work schedules
- remote work opportunities
- collaborative company cultures
Milenialii are not just looking for a way to put bread on the table. They are searching for meaningful jobs, at companies that share their values.
Before the internet, a candidate's only chance to obtain information about a company was the interview. Today, you can go online and find out all there is to know about a potential employer from his website, from LinkedIn or Glassdoor, from the news, etc. No one uses the interview as the first source of information about the company anymore, but you can learn a lot about a business and its people just by going to the interview. Every single interaction with a candidate is an opportunity for the employer to promote his brand's values and for the candidate to find out more information about the company.
The recruiting process has become an opportunity for both the candidate and the company to find various pieces of information, to promote themselves in different ways, to realize how fit they are for each other and how they can support each other to achieve their goals.
How was your last candidate experience? Was it a lesson or a waste of energy?
1. Did you get enough information from the job ad?
Before you schedule an interview with a recruiter, you read the job description. This is a crucial step in the recruiting process. The job description of a serious employer should contain all the essential information that you need to figure out if you have the right skills and experience for that job. It should also contain details about working hours, benefits and company's values.
If you don't quite understand what the job involves or what the company's core business is just from reading the add, it is possible that they won't be able to explain it better in person. A serious employer should apply for a job in his own company, just to test the candidate's experience and see where there is room for improvement.
Apply for job adds that provide you with clear and complete information about the work and the company!
2. Did you get clear directions?
You can tell a lot about a company even before you walk into an interview, from the way they confirm your appointment. A professional employer will try to schedule an interview in a time frame that is convenient for you. If you are already working and you are busy or you live too far, the HR department should take that into consideration and propose a first interview via Skype or Phone. If you are scheduled to have the first interview at their headquarters, they must call or email you to confirm the time and the address. These are simple but effective ways that an employer uses to keep a candidate engaged. It shows that the employer values your time and energy.
Pay attention if the potential employer values your time!
3. Did you get feedback on the first interview?
Whether you passed the first interview or not, you should get some feedback from the interviewer. Otherwise, you learn nothing from this experience and you go on to other job interviews and maybe you make the same mistakes until it becomes a vicious circle. Without feedback, good or bad, a failed interview becomes just a waste of time. A serious company will provide constructive feedback to all its candidates, regardless if they are going to hire them or not. The recruiters' job is to guide the candidate throughout the interviewing process.
Here are some examples of useful feedback that you should get after the first interview:
- You talked too much
- You appeared too reserved
- You were being inappropriately assertive
- You failed to translate your experience into a language that would highlight how you will be able to succeed in your new job
These are all useful guidelines that would help you in your future interviews. A professional recruiter will take the time to explain to you what went wrong or where you could have done better. He should also let you know what you did great, so you could use it for future interviews.
Ask for feedback after the interview, to avoid making the same mistake twice.
4. Were you asked to give feedback after the interview?
Hiring is a two-way street: the recruiter is investigating you just as much as you are investigating the company. A professional employer will send a survey after the interview, to find out how his brand is perceived. Starting from the philosophy that every candidate is a potential customer, any potential employer should get feedback from you after an interview. If you got the job, the employer should ask you what made you choose this company over others. If you don't get the job, he should still be interested in how your candidate experience was, because you might be a fit for a different position in that company.
A serious employer will value your opinion and use it to improve its recruiting technique. A smart company will proactively engage you during the recruitment process, to make sure that no matter where you land, you will promote its brand.
5. Did you get a straight answer fast?
After the interview, did you get an answer fast, or were you left hanging? Many companies only announce the candidate that was selected for the job, ignoring the rest of the candidates that were rejected. You deserve a straight answer, even if you were not selected for this position. Any employer that respects its candidates will announce the decision as soon as he makes it. A professional recruiter will provide you with feedback regarding the reasons for which you were rejected. Turning down a candidate is a natural part of the hiring process, but many companies don't handle that very well, thus harming the candidate experience.>
81% of job seekers say that their candidate experience during the hiring process would improve greatly if the employer would continuously communicate status updates, according to "Career Builder - the candidate experience guide".
A serious company will leave a window open in case it will have an opening available for you in the future.
How Kepler recruits
We have a transparent recruitment process, adapted to the surrounding work environment. This means that our process is short, but well calibrated and balanced, allowing us to respect our candidate's time while identifying the competencies and motivation necessary for the success of our future new colleague.
Something specific to the Kepler hiring process is that the interviews are not held by the HR department, but by the Business Manager in charge of the specific project. This way the candidate gets to know his coordinator and Career Path Officer straight from the beginning. He can find out extended information about the team, the project, the client, the technologies, and he has already a reference point that he can reach for more details.
The Business Manager is the fittest to drive the selection process and provide the candidate with as many details as necessary, being the one who knows best the requirements for the job and the particularities of the client (because he is in constant contact with him).
If you are looking to have an educative candidate experience while looking for a job, send us your profile and we’ll get in touch with you!