So – we've started the year with a BANG.  The economy appears to be drawing breath, businesses are starting to grow and hire, and recruiters are beginning to have budgets which allow them to really kick start their strategy.
 
 
So – what's top of the agenda?
Well, usually you'll take a long hard look at your advertising budget, and critically assess your career site with the words 'fit for purpose' rattling around your thoughts.  Mobile optimisation might still be an aspiration but at least it has a line on your plans!
 
 
Then you'll probably be holding your ATS up to the light and thinking about the changes you'd like to see.  If you're smart – you'll already be sealing the deal and working with your new provider (HRSMART)…
 
 
So – with your house firmly in order, it's reasonable to start thinking about the aspiration of a great candidate experience.  Doesn't that mean – huge amounts of personalisation?  High touch from experienced recruiters?  Which is fine for a single hire.  But if you're still managing upwards of 50 responses to each new role, then this level of engagement is a dream rather than a reality!
 
 
So – here's a couple of things to consider when you're assessing your process, and considering whether you can drive high engagement but still have a realistic and automated process…
 
 
1:  THE ART OF POSITIVE DE-SELECTION
Apparently this is new thinking…  Sounds like logic to us.  Share the responsibility for matching candidates to your job, WITH the candidates themselves.  If you share the reality of the job/company/culture/pressure/successes and expectations from the very start of your advertising then candidates who proceed, know what they're getting themselves into…
 
 
 
 
2: SHOW EM THE WHITES OF YOUR EYES
Why try and get candidates excited with just words, when pictures and people can tell a thousand stories.  Use video – not to sell the dream, but more, to show them the reality. 
 
 
3: MAKE APPLYING A PLEASANT EXPERIENCE
Now then, that's ridiculous!  Surely.  These guys are applying for your jobs after all!  But actually, if you can make your application experience seamless, simple and personal whilst you get the data you need to make selection decisions then it's a win:win all round. 
 
 
4: MATCH CANDIDATES TO YOUR CULTURE AND ETHOS EARLIER IN YOUR HIRING PROCESS
Why spend hours and hours validating loads of candidates who then are obviously not right fit  for your business.  They could be a great Sales Director but just not your Sales Director.  Using video screening, you can see all of those fabulous attributes earlierin the process.  See the whites of their eyes LONG before you've even asked them to step into the room with you.
 
 
 
5: GET EVERYONE INVOLVED
Now we're not suggesting you jet people around the country or world to see your entire senior management team, but imagine if you could get the buy in from all key stakeholders, soon after a candidate has reached out to you.  Imagine no more!!
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