HR Check In: How Not to Lose the Best Candidates
What’s every HR organization’s worst fear? Losing the best candidates, whether it’s from the very beginning of the process, or after they’ve become an employee. Simply put, companies can’t afford to consistently lose the interest of high performing, qualified talent. So how do you avoid scaring off prospective employees? Read these four articles to learn more about this topic and the role of candidate experience, employee retention, mobile recruiting, and employer brand.
How To Drastically Improve Your Candidate Experience (Social Talent)
Think back to the days when renting a movie meant driving to your local Blockbuster store, picking whatever was in stock, and waiting in line to checkout. Cut to the late 1990s when Netflix was born, completely overhauled that experience, and eventually defeated Blockbuster, who didn’t adapt to its customers’ changing tastes and preferences. So what do Blockbuster’s mistakes have to do with recruiting? When a company isn’t aware of its candidates (or customers) changing preferences throughout the hiring process, they risk losing qualified candidates, which can affect the company brand and overall bottom line. The main cause of a bad candidate experience is no surprise, a lack of communication.
Employee Retention Begins In The Interview Process (Talent Culture)
We all know how important employee retention is. But it’s easy to forget where it really begins. Relationships with employees begin even before a job offer is given, during the hiring process. Companies that fail to approach the interview process with an employee retention point of view will negatively affect the candidate’s impression of the company. Every candidate should be treated like he or she is the most loyal, high preforming employee in the interview process. If the initial impression of the company brand is positive, the candidate will start building loyalty to the company early. Here’s a short list of things you might be doing wrong:
- Not personalizing communication
- Allowing candidates to leave without a clear understanding of company culture
- Not showing them their future at the company
Why You Need a Better Mobile Recruiting Strategy (Balance View)
The phrase “mobile recruiting strategy” shouldn’t be unfamiliar to HR departments around the world. It’s not enough to post your jobs on the Internet, job seeker preferences have changed, they expect to be able to apply during a commute, while waiting for an appointment, or relaxing on the couch. According to a survey by Mashable, 70% of job seekers are willing to apply for a job via smartphone, but more than a quarter of larger companies said that not a single part of their hiring process has been mobile-optimized. If your company offers a mobile-friendly application, you are the minority, but not for long. Candidate expectations are shifting, and companies that don’t keep up will miss out on top talent.
4 Easy Employment Branding Updates You MUST Make (The Undercover Recruiter)
This article written by James Holt provides four of the easiest changes companies can make to update their employer brand to match today’s candidate’s expectations. Unfortunately many companies are still operating with an outdated recruiting process circa “recession crisis mode.” Now that the economy has turned upwards, we are in a candidate-driven market and the most successful companies are reinventing themselves to align with candidate’s behavior and preferences. Improving employer brand isn’t as intimidating as it sounds. It boils down to four simple steps:
- Update your career site
- Consistently leverage social media
- Update your hiring process
- Automate and simplify