Employers: Paying Attention to Your Candidates in the Waiting Room (Part II)

office folks getting a tour

In our last post, we gave you a primer on making your candidates wait in the waiting room and what it means for your candidate experience.

As we mentioned, the candidate experience is a vital part of your company’s success. From defining your employer brand and your company culture to affecting the efficiency of your recruiting efforts, all of these things are impacted by a candidate’s experience in some shape or form.

For the most part, employers know the major target areas when it comes making a great candidate experience, but where we see them falter the most is when it comes to the waiting room.

On Tuesday, we gave you three reasons why you should pay attention to your candidates in the waiting room. Today, we are going to give you a few ways on how to do so. Take a look below:

  • Welcome them. Change how you think of the waiting room. Instead, think of it as a welcome center where you still have an opportunity to wow your candidates. Everyone in the office should make an effort to approach the candidates if they happen to walking by the area. Instilling this kind of behavior is a great way to expand your company culture as well allow your employees to get a feel for what could be a new teammate, making it much easier for this future employee to acclimate themselves with the company.
  • Take care of them. Do more than just offer them a seat. When someone has to wait for an extended period of time, it is common courtesy to at least offer them something to drink. If you want, you could also give them a quick brochure or handout that can help them get more acquainted with the company (if they don’t know already)–though we prefer that there is someone there who can actually converse with them.
  • Give them a tour. If you anticipate a long waiting period, consider giving them a tour of the office. Sure, most companies don’t have the resources to hire a full-time tour guide, but with plenty of notice, you can ask each employee to put in their time and give at least a quick 15 minute walk through the office. This not only buys you time with your other candidates, but also helps those on the tour get a feel for the office and the culture.

Have any tips that you’d like to add? Let us know by connecting with us on Facebook or Twitter!

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Employers: Paying Attention to Your Candidates in the Waiting Room (Part I)

photo credit: <a href="https://www.flickr.com/photos/fredarmitage/13778822/">Frédéric Poirot</a> via <a href="http://photopin.com">photopin</a> <a href="http://creativecommons.org/licenses/by-nc-nd/2.0/">cc</a>

We talk about the candidate experience a lot.

As we’ve mentioned in the past, treating your candidates right begins way before they ever seat themselves in the interview chair. From your job site, to social media page, to how they perceive your company culture, everything will affect the outcome of whether or not they want the job.

But, that’s not all. One thing we think is commonly overlooked when it comes to the candidate experience is their time spent between when they walk through that office door and when they sit down for the interview. What we are referring to, of course, is the dreaded waiting room.

Waiting can be a pain, and most candidates are forced to do it. So this week, we are going to talk about just that. For today, we will give you a few reasons why you need to pay attention to your timing, and your candidates as they wait for their interview.

  • It can increase stress. As you would suspect, tension and anxiety for a candidate can already be pretty high as they prepare for an interview. Plop them down in the waiting room for a while and we can guarantee that the stress will double. To make matters worse, sitting down with other candidates can hurt confidence. A little pre-interview anxiety isn’t going to be a deal breaker, but it can leave a bad impression.
  • It can be a waste of time. Sure, you might be having a great time chatting with another candidate about your shared alma mater or favorite basketball team, but those in the waiting room most certainly don’t appreciate the wait. It’s one thing to spend extra time with a candidate because you have more questions for them, and another to kill time with niceties—the latter can set off your schedule and force you to cut things short with everyone else.
  • It’s not polite. Even if they don’t know that you are idling their interview time away, putting candidates in a position where they have to wait excessively is just plain rude. Remember, employer branding is essential!

Employers, what do you think about making candidates wait? Good or bad? Let us know by connecting with us on Facebook or Twitter!

photo credit: Frédéric Poirot via photopin cc

Employers vs. Candidates: Who Is Interviewing Who? (Part II)

interviewers

 

Yesterday, we talked about why it is important for employers to not take the hiring process—and the candidates—for granted.

Despite the common belief that candidates must bend over backwards to get the job they want, they actually have more power than employers think. In reality, they also have a pretty good amount of influence over a company’s success.

In our previous post, we gave you a handful of reasons why you as an employer should feel like you are being interviewed by candidate. To round things off, we are going to give you a few tips on how to go about doing that, hopefully leading to a more fruitful and fair interviewing process. Take a look below:

  • Come prepared. When a candidate comes in for an interview, we always expect them to come fully prepared to answer or tackle whatever it is that we throw at them. The same should go for the hiring manager as well.

    Don’t go into an interview thinking you can get away without reading the resume, or worse, knowing exactly what the position entails. You are a representative of your company, and when you look unprofessional, it reflects poorly on your company, which may affect your candidate’s final decision.

  • Nail your values and goals. This one follows pretty close to our first tip but deserves a category of its own. Simply put, this means figuring out exactly what is important to your company. Candidates these days, especially Millennials, are very keen on authenticity; if the values of the company they want to work for don’t relate to what they believe in, they’re likely to either leave the job quickly or struggle to find a sense of purpose.

    Avoid this problem by being up front with them. It’s better to have things not work out in the hiring process than it is to have an employee discover your values later on and cost your company time and money.

  • Don’t waste their time. This one is a pretty common problem that most employers run into. Be quick as possible when it comes to letting them know of anything new, whether that means a brief update about when they’ll likely heat from you next, or if another candidate has already been selected for the job.

    Your candidates have lives as well, so it should go without saying that their time can be better spent elsewhere than patiently waiting by the phone for any updates on the job. Employer branding is important, and courtesy is an essential part of keeping a positive employer brand.

The hiring process is a two-way street, so don’t take your candidates for granted. By being as courteous to them as they are to you, you’ll not only make your candidates happier—you’ll also have a better chance of retaining the top talent you need to be a successful company.

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Employers vs. Candidates: Who Is Interviewing Who? (Part I)

skyscraper

For candidates, the interview process can be pretty nerve-racking. They have to prepare themselves for what they’re going to say, whether they’re too dressed up or underdressed, whether their qualifications and characteristics meet the requirements of the job, and more.

And, on top of all that, there’s the possibility that they’ll go through multiple interviews and still not get the job. All in all, being a job seeker can be a pretty tough position to be in.

But believe it or not, candidates shouldn’t be the only ones worried about the interview process. As a company, you are not only in the business of selling goods and services to customers or clients. You’re also in the business of selling your brand and company to the workforce, because without employees, the range of your success would be limited, to say the least.

As such, it is important to not take the hiring process for granted. Here are a few reasons why you, as an employer, should feel like you are being interviewed too. Take a look below:

  • Candidates have options. As much as you’d like to think you are the only company in the world, that isn’t the case. Just like you, candidates have plenty of options when it comes to picking and choosing where they want to work, and chances are, they are weighing the pros and cons of each one. Don’t shoot yourself in the foot by making the wrong first impression; when you do, you give your competitors a better opportunity to snatch up your top talent.
  • The candidate experience is essential. Above all, you always need to be thinking about the candidate experience. While some candidates might put up with all of the waiting or lack of acknowledgement from the hiring manager and recruiter, the ones who don’t have the potential to have a large impact when they speak up to their friends. In turn, a few bad candidate experiences can compromise your employer brand and end up narrowing your talent pool—a less than desirable position to be in.

Check back tomorrow when we continue our discussion on employers being interviewed by candidates. In the meantime, what do you think? Do employers need to treat candidates like an interviewer? Let us know by connecting with us on Facebook or Twitter!

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3 HR Trends from 2013 That You Should Take With You Into 2014

2013 saw its fair share of passing trends, but along with those trends came plenty of useful tools and tips, many of which we covered throughout this blog.

Not all trends come and go, though. To help you differentiate between what’s useful and what isn’t, we thought we’d spend some time today talking about 3 things that first appeared as passing trends, but will continue being useful into next year and beyond.

Have a look below:

The great candidate experience

With the way we’ve been talking about the great candidate experience, you could almost say that 2013 was the year of the candidate. In reality though, the candidate experience should play an integral role in your recruiting efforts, in 2014 and beyond.

Treating your candidates with respect will not only enhance your employer brand–it also ensures that any employees coming through your doors will feel welcomed and ready to take on the responsibilities that will shape your company’s future.

Social media

Time to face the music: if you aren’t using social media as a part of your recruiting arsenal, then it’s definitely time to start. Social media is now a big part of HR, from enhancing your employer brand to spreading your job postings. If you aren’t using it, then you are seriously missing out on reaching passive candidates (among other things), so be sure to get involved with social media in 2014 if you aren’t already.

Mobile recruiting

Mobile recruiting certainly seems like it could be a passing trend, especially considering how popular it has become in only a few months. But mobile recruiting is still going strong–and we don’t expect that to change any time soon.

As we’ve mentioned in the past, phones are getting better, meaning that candidates are using them more and more for job searching instead of their computers. If you’ve already made a jump into social media, company videos, and other tech savvy recruiting tools, then mobile recruiting wouldn’t be a bad option to consider as well.

We’re not fortune tellers at AIM, and we don’t have crystal balls to help us tell the future–but we are experts at helping find the top talent you need. Just remember, these trends are not a crutch, so make sure you have a nice balance. The tools we offer at AIM Careerlink can help you do that and find the best talent around.

What do you think about these HR trends? Are there any others from 2013 that you think we should bring into the new year? Let us know by connecting with us on Facebook or Twitter. We’d love to hear from you!

Looking Beyond HR Trends to Make Recruiting a Success

A few months back, contributor Stephen Lowisz of ERE posted an editorial about the dangers of HR trends in the recruiting world.

Lowisz discussed the risks of putting all of your emphasis on trends (or what are perceived to be trends), arguing that, “this kind of misinformation can be dangerous for recruiters, particularly those who are just starting out and looking for guidance.”

In short, following trends can be risky, especially when doing so ends up wasting your time and your company’s time. So today, we’re going to take a look at the “trends” that Lowisz discussed–and what you should keep in mind when using them.

  • Social Sourcing
    We’ve talked a lot about social media platforms and what they can do to help you get the word out there about your company and job postings. But, as Lowisz states, “social media is not a crutch.” Using social media should be a way to make your recruiting efforts well rounded–not a catch-all for recruiting.
  • A Great Candidate Experience
    “Calling the candidate experience a trend makes it sound like it’s a dismissive idea rather than a crucial part of recruiting.”

    We think that Lowisz hit the nail on the head with this one. A great candidate experience isn’t a fad that is going to just go away anytime soon. Keeping in mind that the candidate experience is an integral part of recruiting has a number of benefits for you and your company, so take full advantage of it–all of the time.

Over the course of this blog, we’ve given you a lot of methods and advice on how to enhance your overall recruiting/hiring strategy, helping you acquire and manage the top talent necessary for your company. At the end of the day, though, the decision on who you hire or pass up is ultimately your choice–meaning that you are the key to the whole process.

So don’t rely on current HR trends to set the foundation for your recruiting efforts. While that may seem like an easy way out, trends eventually go away. At the same time, recognizing what’s more than a trend (like a good candidate experience) is just as essential to staying effective.

Starting with the basics that have been tested and proven to work will help you set up the foundation you need. At AIM Careerlink, we want you to get the most out of your recruiting process, which is why we provide you with the tools for a modern and efficient solution for sourcing talent. And from there, you can add on the extras and make your efforts well-rounded.

If you have any questions about recruiting, get in touch with us on Facebook or on Twitter. We always love to hear from you!

Why a Good Candidate Experience is Important

Last week, we published 10 Must-See Infographics for Employers Seeking Talent. One of those infographics, called Candidates Are Customers Too… How do You Treat Yours?, outlined the importance of the candidate experience and how it affects your company.

But, just in case you weren’t convinced, here are a few more reasons why a good candidate experience is vital to your company, whether for your branding or for your bottom line:

A bad candidate experience can affect your employment branding:

Treating candidates right begins way before the interviewing process.

If the application process takes too long, you may be losing a significant amount of applicants. And in addition, surveys have shown the following:

  • A HireRight survey showed that 75% of those surveyed factor in the look and feel of a job posting when making the decision to apply. On average, an applicant will spend 30 seconds looking a post.
  • Data from Smashfly shows that 30% of potential applicants will leave the posting before the application process even begins, while another 30% will leave somewhere during the application process. Sure, you may be weeding out some bad applicants, but you can also be losing some top talent as well.
  • Mystery Applicant showed that 52% of job applicants felt that they were not treated with respect during the hiring process.

The big takeaway from a poor application process? Only 37% of respondents would recommend your company to others for employment, and 34% of job candidates say that their experience during hiring, whether positive or negative, affected their decision to take the position.

A bad candidate experience can affect your company branding and affect your bottom line:

Here are some more stats about bad candidate experiences:

  • 83% tell friends and family, and 64% tell social media. With a bad experience under their belt, and the desire to talk about it, a disgruntled candidate could easily hurt your company’s image.
  • A study conducted by Talent Board, the organization responsible for The Candidate Experience Awards, found that out of all of the job applicants they surveyed, 8% of them would have enough resentment to negatively affect their relationship with the company as consumers.

The Wall Street Journal provides a great example of just how much your company can lose from prospective candidates alone. A candidate who has a bad experience and tries to change your company’s employment branding for worse is one thing–but those same types of candidates can actually affect your bottom line, too.

What all of this means is that when you’re seeking new talent, keeping the candidate (and their needs) in mind is vital.

By providing a good candidate experience, you can do a lot to improve your employment branding and bottom line. If you have any questions about how to use AIM Careerlink to enhance your candidate experience, let us know by connecting with us on Facebook or Twitter.