Drawing on data gathered from greater Portland job seekers and clients of Career & Workplace Directions, we’ve concluded that there is plenty of room for improvement when it comes to an organization’s recruitment impressions. It starts with paying attention to communication at each point of the process of dealing with a job candidate. Our surveys […]
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Drawing on data gathered from greater Portland job seekers and clients of Career & Workplace Directions, we’ve concluded that there is plenty of room for improvement when it comes to an organization’s recruitment impressions.
It starts with paying attention to communication at each point of the process of dealing with a job candidate.
Our surveys of local clients from the past two years revealed:
Communication in the application stage
For many organizations, the application part of the process is automated — and applicants are accustomed to that. But applicants are often frustrated by a lack of response to let them know their application has been received. When they do receive an acknowledgment response, little or no additional information is provided. Companies focused on improving their candidate experience are adding information about their hiring process timeline so applicants know what to expect. A few simple lines to inform can go a long way.
Communication in the interview stage
Once an applicant has become a candidate, he or she is no longer a name, but an individual who has met your employees and spent time at your organization. Candidates at this stage expect an organization’s communication to take a more personal tone and approach.
Frequently cited communication issues in this phase of the process are:
Be wary of the effect of social media
With the advent of Glassdoor and other social media sharing places, news of negative experiences travels fast. By better understanding job candidates’ critical touch points, and what makes positive and negative impressions you will be able to ensure that the potentially public nature of a candidate’s experience with your organization furthers your company’s reputation in a positive way — and keeps talented applicants interested.
With a new mindset and additional insights, you’ll be able to critique and approach your talent acquisition processes in fresh ways, and boost your ability to attract and hire the talented people you are seeking to make your workforce exceptional.
Leslie Rothman, founder and principal consultant of Career & Workplace Directions in Portland, can be reached at leslie@cwdirections.com