There’s a good chance that candidates are evaluating you based on your recruitment process. It might not be everything, but it is one significant interaction that candidates use to work out whether they want to work for you. Don’t forget that recruitment is not a one-way assessment. If your recruitment process is complicated, drawn out or disorganised, that can reflect badly on your employer brand. Instead, you want a recruitment process that supports a positive employer brand by showing candidates you’re an employer worth working for. Whether or not you’ve thought about it, here are a few things your recruitment process is saying.
What you’re like to work for
Candidates want to know what you’d be like to work for and their recruitment experience with you is one significant way to work that out. Is your recruitment process well organised? Do you have a clear process? Are the stages in that process communicated to candidates? Communication more broadly is also important. Do you make yourself available to answer questions? Are you open and approachable during interviews? How do you handle and communicate delays? These all contribute to candidates’ recruitment experience.
If the candidate experience is poor, it’s possible that candidates you like will be put off. Some may withdraw their application altogether. On the other hand, a positive experience can encourage candidates to engage with your employer brand. This could mean your preferred candidate being keener about the prospect of joining you. It might even help the final stages of your recruitment process to finish more smoothly. In addition, for unsuccessful candidates with future potential a positive recruitment experience means they will be more likely to consider opportunities with your business again.
How you treat employees
People are a key asset in any business. The right people in the right roles can bring energy and growth. In the same way, recruitment is all about people. Don’t make the mistake of thinking how you treat people doesn’t matter. It’s sometimes the little things that people notice most. Are you and your staff friendly and easy to interact with? Is your questioning style conversational or interrogative? Do you thank candidates at the end of an interview? Of course, both employers and candidates are generally on their best behaviour during an interview. However, that’s not the only way candidates are assessing you.
Applying for a role typically requires an investment of time and energy on the part of candidates. Attending an interview can often be tricky to arrange at short notice, particularly with full-time employment. On the whole, the recruitment process can be stressful and uncertain for candidates. When employers acknowledge this, candidates will often notice. It also reflects well on your employer brand. It could be as simple as being flexible about scheduling interviews. Another way is to show that you value candidates’ time. Valuing employees starts with valuing candidates.
Whether your actions match your values
Many businesses have a set of corporate values, but have you thought about how you demonstrate them in the recruitment process? I often see position descriptions that ask candidates to subscribe to or demonstrate behaviour consistent with corporate values. However, are those values an active part of your employer brand? It’s easy to see how acting in a way that goes against your stated values can undermine them. Candidates may think that despite what you say, your values aren’t important. Or perhaps they’ll see actions that don’t match your stated values as a sign you can’t be trusted. In any event, it’s important to make sure what you say matches what you do.
So how can you show your values in action during recruitment? For example, if you say you value authenticity, be open and authentic with candidates. If your values highlight engagement, ensure that you are engaged with the recruitment process. Whatever it is you want to be known for, that is what you need to demonstrate throughout every aspect of your business, including recruitment.
In light of these considerations, how well do your employer brand and recruitment process match up? Perhaps it’s time to revise your recruitment process. Maybe you need to partner with a recruiter to help you maintain a positive recruitment experience for all candidates. Or it might be that a few changes can help your recruitment process better align with and demonstrate your values. If you need a hand creating a recruitment process that reflects your employer brand, we can help. Get in touch to find out more.