In my last post, I talked about candidates as consumers and the impact a poor candidate experience can have on your business. Not to be a mood hoover, I also talked about some of the positive benefits of a great candidate experience.
In this post, I'm going to explore the first part of the candidate journey, don't forget to watch the video that accompanies this post.
THE AWARENESS PHASE
Everyone’s got a brand. And that’s because people talk. Or, to use the words of Amazon CEO - Jeff Bezos: “your brand is what people say about you when you’re not in the room.”
But, just because the beauty (or otherwise) of your employer brand lies in the eye in of the beholder, doesn’t mean you can’t do anything about it.
Just as employer brands aren’t static, they ain’t uncontrollable either.
You can do lots with your employer brand., but with the average adult getting hit with up to 10,000 messages a day, across dozens of channels you need to cut through the noise, be compelling and spark the right people into action.
It starts by defining your selling point. This bit of magic will inform everything you do from this point, turning your recruitment funnel into a series of brand-boosting experiences.
So what should you be doing?
- Get your sell right
- Understand your audiences and their interests
- Tell surprising and fascinating stories
- Be in the right channels – and stay on top of new ones
- Be consistent – candidates need to get to know you
- Use your best people as champions
And it’s not just in the awareness phase that this is important. There are lots of times and places you can be compelling, right across the candidate experience
Make recruitment an experience to remember not a grind to vent about. Brand isn’t just advertising and it isn’t just yours. It’s a living, breathing thing you can influence, craft and give to the world to enjoy. We’re in the rejection business. Most applicants don’t get the job. But send them away loving you – and appreciating your feedback and everybody wins.
Candidate Experience Diagnostic Tool
Our candidate experience diagnostic tool looks at your organisation’s recruitment experience through the lens of a candidate, up until the point of submitting an initial application. The diagnostic report provides a score of your candidate experience by looking for evidence of 40 key experience indicators. This will enable you to pinpoint and prioritise areas for improvement. We’ve split the candidate journey into 6 stages, with an overall score for each stage.
Drawing on our years’ of experience in developing best practice recruitment processes for employers, our experience indicators model has also been informed by TMP’s proprietary research with over 1,750 recent candidates. This ensures the diagnostic is founded on real insight, giving a voice to the true expectations and preferences of candidates, and it provides a gold standard against which employers can optimise their own practices when taking steps toward candidate experience excellence.
We include a face-to-face meeting to share and contextualise the findings with supporting recommendation and actions to help you move forwards
If you’d like a candidate experience diagnostic report please get in touch by emailing me email@example.com
Your brand is what people say about you when you’re not in the room