Taking candidate experience to the next level is something we can all do, whether that’s as organisations, business leaders or individuals.  I’m including job seekers as well as employers and their recruitment partners.  No excuses for the repetition, this topic is dear to my heart.  I love to help businesses to treat their candidates with the same respect as their customers and I’m well-known for working with individuals to coach them to be the best candidates they know how to be (every single time).  There’s lots we can all do to enhance our reputation, so that we stand out from the crowd for the right reasons.  That’s why I’ve created a whole new chapter devoted to elevating the experience … in other words, taking it to the next level. [Please note that from mid-April 2024 this is rebranded as You. Promoted. with some new content].

Now it’s your turn to join me and contribute to the revolution as a candidate as well as an employer.  Here’s the thing, it begins with taking time out to think or as I usually say, making a cuppa, finding a comfy chair and dreaming big.  My message to everyone is fairly similar, which may surprise you.  And that’s because, whether you are representing an employer or seeking a new role, it’s time to consider what you are trying to achieve.  Then I’m suggesting you review what you’ve done already and begin to think about what you can change to make it even better.

To help individuals (job seekers) I’ve come up with a dozen or so routes to successful job hunting.  I can’t promise a new role (it’s tough, even savage, out there right now) but I can promise that you’ll feel much more positive about your contribution, as well as your progress.  There may even be a few surprises but then again you wouldn’t expect anything else from me, would you?  I’m encouraging you to battle on through, remain positive and only invest time in the great stories you really want to influence … organisations and opportunities.

When I’m working with individual clients on their recruitment challenges, we frequently discuss a lack of meaningful feedback and its impact on job seeker confidence or their ability to improve.  In this context meaningful is the key.  Sometimes it’s fine to hear, “Great job, well done” but that’s not what you’d expect to hear after several tough interviews.  It’s time to improve your organisation’s impact on potential employees and make the candidates who engage with your process your brand ambassadors.  And I’ve come up with some ideas to help you.

A great candidate experience is not entirely dependent on feedback.  Candidates want to know that they’ll get something back from the time they’ve invested in your organisation.  They like to feel that they’ve had the best opportunity to shine, although deep down they recognise that there’ll be disappointments and not everyone gets a job.  Candidates want to tell other people about all the great things which happened to them during the recruitment process; how they were treated; what they found out about themselves and what they think about your organisation.  They’ll tell their story anyway, so why not help to make it a good one?

I frequently work with employers who need to take costs out of their business processes and that often means reducing the reliance on people in favour of technology.  Greater automation delivers efficiencies, although people engaged in the processes sometimes feel short changed.  They miss the human touch.  My best advice here is to manage candidate expectations so that they know what’s coming and when.  And when you make a time contract, remember to stick to it even though there’s nothing new to be discussed.  People often fill the void with inaccurate messaging and sometimes that includes the third parties acting on your behalf.

Whether you are an individual or an organisation and need help with your candidate experience, then why not get in touch for a positive conversation about how it could work?  Let’s Talk.