In my last blog in this series about employer brand and candidate experience, I talked about how changing jobs isn’t like changing chocolate bars or burger brands. It can be a life event here with big consequences.
As we move through the candidate journey, today we're looking at the assessment phase.
THE ASSESSMENT PHASE
Having taken the leap and made an application, now things get serious. And at this stage there are lots of opportunities to deliver a positive candidate experience.
Too many organisations miss the huge hole in the road. Their direct ads are great, the social media content likewise, the careers site ditto. And then the wheels come off at the interview. Why? Because the first person the candidate meets from the business doesn't deliver a brilliant first impression, which means all the hard work you've done on managing your brand perception goes backwards.
Of course, the flipside is just as true. Deliver something special and make a connection with your candidates as 8 out of ten candidates would take one job over another because of personal relationships they formed during the interview process.
The difference between success and failure is mindset. Remember, assessment goes two ways. Talented people have choices. They want to learn about your organisation. They want their day-to-day to be brought to life,
The importance of accessibility can’t be overstated. Opening doors to harder-to-reach candidates isn’t just the way things should be; it’s clearly good business. So unconscious bias out, reasonable adjustments in.
So what should we be doing?
- Make it easier for all candidates to be at their best
- Engage with candidates pre-application
- Make reasonable adjustments
- Provide choice where possible
- Plan positive assessment days
- Offer personalised feedback
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 firstname.lastname@example.org