It’s easy to say over the phone to a recruitment consultant, what sort of person you’re looking for and what they’ll be doing. But how could you benefit from really getting a grip on a detailed job and person spec?
Before you place a job advertisement or register your vacancy with a recruitment consultancy, it’s wise to invest some time evaluating just what it is you’re after.
Providing a positive candidate experience doesn’t mean sending applicants a fancy gift basket or offering generous sign-on bonuses. Candidate experience centers around communication. At the very least, that involves informing applicants when they are no longer in the running for the position, keeping them out of the resume black hole.
As you communicate with candidates, consider these three simple ways to ensure a positive experience throughout the recruiting process.
As talent acquisition professionals, we can get hung up on tradition. Little has changed within hiring operating procedures or employment laws over the last 10 years. Candidates still must apply online. Talent Acquisition professionals still screen, interview, and make offers.
Our corporate organizations still have compensation teams and onboarding groups. We are predictable. But what has changed for the candidate? Technology has changed but applicants aren’t privy to the behind-the-scene monotony of the talent acquisition process.