1. All candidates are treated like gold as they all have friends in the industry who will hear about our behavior.
2. When candidate resumes are submitted, all possible speed is given to respond quickly and professionally so candidate is not left waiting unnecessarily. 48 hours should be the limit and 24 hours creates a very good impression.
3. Once the company guard tells HR the candidates are at the gate, someone should come down to the lobby immediately to welcome them. That person should explain the interview process to them. Tell them how long they should expect to wait. We should not leave anyone in the lobby over 10 minutes for any reason.
4. Company needs to inform recruiters or candidates at least 4 hours before the interview if the hiring manager can’t interview the candidates.
5. Company needs to inform recruiters about any changes or risk of changes of the position requirements immediately so candidates are not misled.
6. No one should interview candidates who is not clear on the position and the culture we seek.
7. Experiential interviewing should be used and not what if questions. We need experience and real behaviors and not story tellers who are quick. (except in rare position types)
8. In-processing new arrivals should include written data giving clarity on the mission, actual values, common practices and where is the bathroom. Real thought should go into who is our company and that should be explained clearly when people first start. Everyone should know how to get ahead and what is important. Recruiters should all have the documents used for incoming processing, so they know more about the company they recruit for.
9. Exiting people should be interviewed and notes kept at central location. Best data from candidates is rarely written on forms. An understanding person should talk to people when they leave and draw out their data to give written report narrative.
It is not easy to get the employee market around your company to think well. Some strategic thinking could help at this time in several areas that could help engagement and success. The whole company needs attention related to Employee brand as Ops, Finance, Sales, Marketing all are part of the package the candidates feel. Because great candidates seek great cultures, this will draw and retain workers of people cheer about their company. People cheer about companies where good work brings rewards and bad work does not. They cheer about companies that grow each year. Many you already have, and they just need to be explained in engaging ways and in writing.
China Employer Branding is a previous blog which also throws light.
Employer Brand Management also Needs Strategy
Here are some excellent strategic questions from Real Staffing
- What are the most attractive and compelling attributes of the organisation to both current and potential employees?
- What roles within the company are most critical to your success and what do you need to do to attract and retain the best talent in these areas?
- What are the typical characteristics and attributes of current employees and what are their future requirements?
- What are the current perceptions of working within the organisation? How are they affecting your current ability to recruit top talent
Here is to better hiring and retention