Your Recruiters are killing your Employer Brand!

The way candidates are treated throughout the hiring process can have a profound impact on an organization's reputation, shaping their Employer Brand.

Often, we see candidates' posts on LinkedIn complaining about a negative experience with recruiters from the moment they received a phone call to schedule the interview, to the long time they waited in the reception before someone met them or the un-professional, very short, intimidating interview they attended with an organization's recruiter. Or, you know what? even earlier, from the vague, un-clear, un-attractive job vacancy posting they used to announce the role.

We are hiring, send your CV now! No, I won't! "Says a high caliber!" :D Not before you show me why should I send my CV now!

As I always advocate, building a strong employer brand starts from within. So, one of the things you need to start auditing first before any branding efforts is your candidate experience. Here are some key points to consider:

1- Do you have an attractive career website? Easy job application process? a big percentage of applicants lose interest in the middle of filling the application form because it is too long & complicated.

2- Do you have a job vacancy announcement template? that ensures all the information a potential candidate needs are mentioned?

3- Are you aware of the most trending ways to post a vacancy rather than the old classic ways that are not attractive at all "The send your CV now one!" maybe by using attractive videos, cool posters or even by inviting a current employee in the role you are hiring telling candidates why they should apply? :)

4- Do you have a hiring process that ensures candidates are treated very well and welcomed by your recruiters starting from the moment they call them to schedule an interview till they get hired!

5- Did you include a tour in your building after each interview? or not yet? ;)

6- Did you train hiring managers how to conduct professional interviews? how to use different interviewing styles? how to ask about the core values? not all managers know how to interview candidates by the way.

7- Do you make sure candidates receive a feedback whether they are accepted or not?

8- Is your interviewing process transparent enough so that candidates know what you're measuring? Do you ensure maintaining diversity, equity and inclusion in your hiring process?

First impression matter and the first interaction between an organization and a candidate is always through their recruiters so they either make it or break it for you.

In today's digital age, candidates have access to various platforms to share their experiences with potential employers.

In conclusion, the importance of candidate experience cannot be overstated when it comes to shaping an organization's employer brand. By providing a positive candidate experience, organizations can attract top talents, build long term relationships with them, receive positive testimonials about their hiring process and hence build a stronger Employer Brand.

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