We have all been a candidate at some point in our career. And it would be no understatement to say that it is not a period we are keen to remember until it is over - and even then… As recruitment professionals, it is rare to meet people who enjoy this period of their lives: the stress of looking for a job, the insecurity of their situation, etc. are all good reasons why this experience is anything but fun.
But let’s not panic! There is still time to change things so that the “experience” you will propose to people is and remains a good memory! Here are 5 tips to reach your goal:
1 – Change the words you use
This is the easiest step to take: banish the word “candidate” from your vocabulary. This term has too many connotations, designating a shapeless mass of people potentially looking for a job. In reality, one can say nowadays that everyone is a candidate, to such an extent that this word serves no purpose: we are all connected to each other, we function in a network. For example, at Ampersand World, we have decided to personalise our relationships and to favour proximity and confidence. This takes the form of personalised nominative communications, avoiding at all costs expressions like “Dear candidate”, so that there are no longer barriers between the higher castes of clients, candidates and consultants.
We have decided to personalise our relationships and to favour proximity and confidence.
2 – Offer a meaningful experience…
…a process that should be prepared carefully beforehand. And this is where one can display creativity. We all have examples in mind of companies that have generated a buzz with an unusual recruitment method that departs from the classic telephone interview – interview N+1 – interview N+2 – HR interview. Some american companies now offer a two-week-contract after examining a person’s CV to test him or her in a work environment, in his or her future team in return for an hourly rate of pay (the same, whatever the position). Others are based almost entirely on social networks; generally, it’s the internet users themselves who finish off the process, voting for their favourite finalist. Finally, there are numerous cases of trial runs applied to positions of responsibility that are more or less staged.
3 – …adapted to your company
Of course, not everybody can or wants to go that far. What’s important is to find the solution that best suits you! For example, to answer (even automatically) everyone who sends a CV warmly and energetically or to “welcome” – in the true sense of the word – the person selected over a coffee. This will make your meeting less institutional. Or you could invite your shortlist to a cocktail party. These are all actions that can add rhythm to the process and/or complete it, whilst offering an unexpected experience to applicants. Digital media can also offer you numerous possibilities for communication / interaction that will make contacts less austere: video-conferences, animated CVs, social networks and many other tools are at your disposal for the creation of a tailor-made recruitment process.
4 – Individualise the relationship
This is the key to success. Find the experts in your mass of “candidates”. Show them just how unique they are… when it comes down to it, you’re the lucky one to have found their profile! Answer them when they contact you by email or when they send you their CV. Respect your engagements and the deadlines you impose. I am always surprised to be thanked when I reply to applications, particularly when the answer is negative. But not as much as when I read in job adverts “an answer will only be given to profiles that match to the offer”. Although this has the merit of being clear and explicit, it shows how little consideration is given to the individualisation of the relationship!
5 – Keep contact
Keep in mind that we are operating in a small world and that more and more people are connected, comment and add information… the “candidate” of today is probably your client of tomorrow and could even be the person who, in turn, will hire you the day after tomorrow. Capitalise on the relationship that you have created and stay in contact with these experts. If they are satisfied with their experience at your hands, they will recommend you in their networks.
In a nutshell then, it’s about making your daily life more enjoyable, working on the image of your company and on your employer brand. Because in this inter-connected world, it is essential that everyone who sends you their CV or talks to you about their career becomes a link, a prescriber or / and an ambassador of your company. In brief, be true, be human and take care of your relationships!
And you, how are you going to recruit tomorrow?
