Candidate experience and candy
🍭 Edit: Do you need to get some more insights and maybe some tips on improving your candidate experience? Check out the Teamtailor event about Candidate Experience in October. I like candy!
I have thought about naming this post so many different things, from “Why candidate experience matters,” “How candidate experience is a business,” and “Candidate Experience 101”.
I will answer why we are still talking about Candidate Experience right at the beginning of this post: YOU are probably reading many Medium articles right now while commuting to the office. Or perhaps you are a leader who is struggling to grow your business? Or maybe you are on a walk & talk with your team? All those things have something in common. Why are we still talking about Candidate Experience? BECAUSE IT MATTERS. It matters to be able to enable the growth of your brand. It matters to drive intelligent People Experience. It matters. Period. Done. Finito.
We are bombarded by information (are you on BeReal?). Every day we consume brands, knowledge, and experiences that make us volatile (and sometimes overwhelmed) to stop and think,
Why is this really important? Why am I even spending so much time reading my Twitter? And like, What the fuck am I working for this leader?
Your candidates ARE your consumers
They are brand promoters. Or not. They will talk about you as an employer and may or may not recommend you (and your product) to their friends.
People are questioning more and more what is work. There was(is?) a pandemic, lay-offs are happening every day, and new alternatives to grow a career are a REALITY 👨🏻💻.
The creator economy is one of the fastest-growing businesses. More than the gig economy. That is true. People are beginning to capitalize on themselves; they are their product, service, and brand. People want to go Remote (more on that soon!). And people want to be creators! Have you realized you are not just competing with only your own company in your market? You are competing for the possibility of people streaming themselves on Twitch, doing brand collaborations on Instagram, and creating learning experiences on Coursera.
Timing. If you are not fast enough to make decisions, candidates will not accept an offer. What are your actual requirements? Do you know what you are offering them? How can you help them achieve their growth?
Compensation. IT. FUCKING. MATTERS. 😒
Make it safe. I applied for a job recently, and someone told me I would have seven steps, from a first chat to check my English (!), to a logic test, to a business case, to in-person interviews. And I get it — we all have our philosophies and beliefs on assessing people. However, ensure you are having a dialogue with the candidate. Make sure you let them feel safe about what you are evaluating on each step and let them give feedback and feel special while they are still applicants.
