Leaving Your Mark: Candidate Experience & Employer Brand
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There's no denying that the candidate experience is important and that the last thing you need as a TA professional is to find your perfect candidate and then lose them because the candidate experience was lackluster / less than hoped for OR maybe another company provided a better candidate experience, winning them over.
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Leaving Your Mark: Candidate Experience & Employer Brand
- 1. Leaving Your Mark Candidate Experience & Employer Brand
- 2. Greenhouse helps make hiring your competitive advantage. Thousands of successful companies use Greenhouse to optimize their hiring process and to win top talent.
- 3. AGENDA ● CANDIDATE EXPERIENCE ● WHY THE PROCESS CHANGED ● TIME IS OF THE ESSENCE ● HONESTY AS A POLICY ● EMPLOYER BRAND ● WHAT WORKS ● Q&A
- 4. TODAY’S SPEAKERS SALLY BOLIG Head of Talent Acquisition Yotpo WILLIAM TINCUP President RecruitingDaily
- 5. CANDIDATE EXPERIENCE ● Minimized the number of on-sites ● Ensure feedback in a timely manner ● Process at a glance [we’ll get more in depth later] ○ 1. Call with Talent 2. Video call with direct manager (sometimes with a technical assessment or mock completed at home beforehand) 3. One 3-4 hour on-site
- 6. WHY THE PROCESS CHANGED 2 Primary Reasons 1. Scheduling 2. Time ■ It’s important that the candidate’s time is respected [Remember - you’re taking up their time as well]
- 7. TIME IS OF THE ESSENCE A 3-4 hour onsite?! Isn’t that a poor candidate experience? ● Mock-ups and 1:1 time ● Genuine insight
- 8. HONESTY AS A POLICY ● Setting expectations ● Truth about the role [the good and bad] ● Ask the hard questions
- 9. EMPLOYER BRAND 1. Make it a habit to take photos at every event you’re present for 2. Feel comfortable asking for photos from people who were at events you didn’t attend 3. Utilize announcements and photos from your private company facebook page (using your best judgement and requesting permission of course) 4. Ensure you’re part of the communication process for upcoming promotions 5. Stop making excuses and find a reminder that works for you. Whether it’s an alert on your calendar, a to-do list, what have you - it takes between 1-6 minutes to craft a quality celebratory LinkedIn post.
- 10. WHAT WORKS Anything that YOU are proud of, or your employees are proud of, is likely something worth sharing. ● Pets ● Promotions ● Events
- 11. Q&A
- 12. Greenhouse helps make hiring your competitive advantage. Thousands of successful companies use Greenhouse to optimize their hiring process and to win top talent.
Editor's Notes
- We have, for every interview process where possible (typically excluding manager/leadership positions and ones where hiring managers are in our TLV or UK offices) minimized the number of on-sites to 1. We also ensure feedback around whether you’re getting the job or not within 48 hours of leaving our office. This means a typical process is 1. Call with Talent 2. Video call with direct manager (sometimes with a technical assessment or mock completed at home beforehand) 3. One 3-4 hour on-site
- We modified our process for 2 primary reasons 1. It is very difficult to take time away from work for in-person interviews and often people need to take off periods of time on numerous days to accommodate interviewing which is a burden and also suspicious. This way, candidates simply take off one day or half a day. 2. When interviewing, you often are weighing numerous options and/or want to make a decision as quickly as possible. By providing feedback within 48 hours of bringing someone on-site, a decision can be made within the most timely manner for not only the candidate, but also for the company. For any candidate who makes it to at least a phone screen (through all additional steps) but who are not extended an offer of employment, we offer the opportunity to have a phone call and discuss our reasons for rejection. Candidates who put in the time and effort to prepare for an interview and take an interview deserve feedback around why we didn’t move forward. It takes 5-10 minutes of a recruiter’s time to provide this valuable feedback that then informs and empowers the candidate to do even better in future interviews. ***** Important note, this is only possible if hiring managers and recruiters are held to the standard of providing thorough scorecards outlining things a candidate said and did. This should be a best practice but is easier said than done. All Yotpo managers are held to this standard but for some, it was certainly an uphill battle
- A 3-4 hour onsite?! Isn’t that a poor candidate experience? Typically candidates are concerned about this beforehand as well but the reason it works is because it provides a) Genuine insight into the reality of the role through mock-calls, mock-presentations, time on the floor alongside a potential future peer & 1:1 time with a potential future peer to ask questions you’d rather not ask a manager b) Insight into just how seriously this team takes interviewing: 4-6 people carved out time in his/her day to determine whether you’re a fit to join this team.
- Telling the truth about the role & company This seems so basic but unfortunately it’s not, because when you’ve worked this hard to find such a solid candidate, OF COURSE you want to sell him or her on the job. But to not clearly outline both the good AND the bad… “Why on earth do you want to join a role where some days you’ll make 80 calls, 3 pick up and 2 hang up on you?” “It sounds to me like you might actually be more interested in Marketing roles. I know I don’t have that option here at Yotpo, but here’s what leading me to believe that role, elsewhere, might actually be more aligned.” “You’ve just shared why an ever-changing environment led to you leaving your previous role. That’s exactly what you’d be facing here and here’s how.” ...means you’ll bring stellar people into a role that they won’t actually find happiness in. And then they’ll leave.
- Employer Branding - if your people are truly a priority of your company, you’ll have all the collateral in the world (Recommendation that makes this FAR easier - hire photographers for any notable company-wide events. This will provide high-resolution, person-specific collateral for years to come.) This can take on 10B forms but here is what has worked for me on LI in particular: You do actually have the time. 1. Make it a habit to take photos at every event you’re present for 2. Feel comfortable asking for photos from people who were at events you didn’t attend 3. Utilize announcements and photos from your private company facebook page (using your best judgement and requesting permission of course) 4. Ensure you’re part of the communication process for upcoming promotions 5. Stop making excuses and find a reminder that works for you. Whether it’s an alert on your calendar, a to-do list, what have you - it takes between 1-6 minutes to craft a quality celebratory LinkedIn post Tag people and the company, each and every time
- What content do people like? People trust PEOPLE (and dogs) so it’s best to have people (and/or dogs) in any and every post possible (vs just a photo of the display). Celebrate the following plus more: 1. Promotions 2. Events (team-wide, company wide, speakers/panelists, cooking contests, etc) 3. Sports leagues 4. Spiffs and their winners 5. Philanthropic initiatives 6. Initiatives/Celebrations your company takes pride in (for instance Pride Month, Women’s Month, Black History Month, Mother’s and Father’s Day, etc) Think of it this way: anything YOU’re proud of, or your employees are proud of, is likely something worth sharing. (omitting specific deal sizes, for instance) Try blending company/people/clients when possible and genuine. Let’s say we partnered with a client for some super cute swag, or for a panel, or they were in the media for doing a good public deed - post about it! And tag them, of course.