PSA - Don't f#ck up your candidate experience!
Mark Mansour
Hands on Head of Talent with strong networks across the Middle East and JAPAC. Actively looking for new clients to assist in their Talent Acquisition, Onboarding and Employee Experience transformation
We may not have zombies running around but with #Covid19, #coronavirus and a #globalrecession trending globally, this is a quick note to my peers in internal recruitment and agency recruitment.
DON'T TREAT YOUR CANDIDATES LIKE SH1T!
You are going to be bombarded with resumes, most will be spray and pray, the candidates may not know who your business is in the market, but times are crazy, people have lost jobs, and they need to put food on the table!
All your hours of branding work, shameless self-promotion, and more recently TikTok videos will be for nothing if you handle your recruitment right now in a crap manner.
So what do you need to be doing?
- Alter the tone of your templates. Read them, and reread them. Share them with your team. Share them with someone who lost a job recently. If they lack empathy, bin them and start again!
- Review EVERY CV!
- Reply to EVERY APPLICATION! It doesn't need to be specific, custom e-mail (unless you have the resources), however sending every candidate who applied a response to their application is the bare minimum you can do.
- Stay in touch with your candidates throughout the process, even if it is to say you don't have anything to share.
- Create talent pipelines for those candidates you have declined instead of posting another job ad.
- Send content to those in the pipeline to keep them engaged.
If your CEO is chopping your recruitment team, please share this with them!
Internal recruitment teams are the lifeblood of any growing business. They are your marketing team, your greatest advocates in good times and bad.
If you are letting go of contractors or perm staff, then guess what, "You fu(ked up!"
Talent acquisition does not die in downtimes. Your TA team can still be working on creating content, assisting P&C, L&D, and driving engagement with your staff during these uncertain times!
Also, by reducing the size of your TA team, your response time to candidates are going to inflate, your brand is going to take a hit, and you won't be a company that people want to work for when things get better.
People won't remember what you said, but they'll remember how you made them feel!
To my fellow recruiters, we can always do better. Let's not drop the ball at this crazy time!
Revolutionary Personal & Fitness Coach/ Founder at Kpap Naturally Enhanced
9 个月????
Operation Support, Project Support, Administration Support
4 年Mark great efforts whatever you are doing to help candidates find their right job..here I would also add that there are few big recruitment companies which are giving false hope to candidates like me and several others by not looking onto the resume and also not providing any feedbacks by not considering the application This is time recruiters need to change their thought process for the candidates and look positively in them about what they can bring to the company and what best results can be achieved by both the sides.
Head of People | Human Resources (HR)
4 年I think candidate experience is always important but you're absolutely right - now more than ever it's critical that we treat candidates with the care and respect they deserve.
???? The Swiss Army Knife of Talent. Millowl. See you at #ATC2024!
4 年Let's not fuck this up! So many people hurting right now.
General Manager People & Culture at Lycopodium Limited
4 年Mark Mansour it's 100% all about the #candidateexperience Investment in strong & continual TA strategies at this time is so critical. It's not like a light switch that can necessarily be switched off and on so easily.