At a PeopleScout breakfast this morning with over 30 HR & TA leaders, we shared highlights from an extensive research study we've conducted into Candidate Experience.
The subsequent debate covered lots of angles - including the over-use of corporate speak, acronyms and industry phrases across much of the candidate journey.
Many clients are clearly yet to put the candidate at the heart of the process and make it simple for them to understand the role they will be doing (and their suitability) plus how they'll fit into the organisation.
In fact one in five people holding job offers aren't sure they're equipped to do the role. No wonder 'ghosting' levels are at an all-time high!
There are some quick wins to be had. From mystery-shopping your own recruitment process through to reviewing job profiles, advertising listings and candidate communications; ensure that your communication clearly and simply sets out your employer promise and gives the people you want to hire a clear sense of the recruitment process, what you expect from them and why they should work for you.
Or as a jargonistic manager might put it: “be highly cognizant of the optics of your employer brand”!!
Garbage Language Why do corporations speak the way they do? I worked at various start-ups for eight years beginning in 2010, when I was in my early 20s. Then I quit and went freelance for a while. A year later, I returned to office life, this time at a different start-up. During my gap year, I had missed and yearned for a bunch of things, like health care and free knockoff Post-its and luxurious people-watching opportunities. One thing I did not miss about office life was the language. The language warped and mutated at a dizzying rate, so it was no surprise that a new term of art had emerged during the year I spent between jobs. The term was parallel path, and I first heard it in this sentence: “We’re waiting on s