8 Insights to Make Your Workplace Irresistible to Candidates
The average American works 44 hours a week, which is just under 40% of the total hours in a five-day week – and probably doesn’t count the time spent answering emails and taking calls from home. If someone’s going to commit that much time to a company, they’re going to need a good reason.
Creating a desirable workplace might not be the remit of any recruiting team, but showcasing it definitely is. As the bridge between candidate and employer, it’s your job to create a favorable first impression that will get top talent in the door and down to work.
So here are eight of our choicest insights to help you develop an employer branding and candidate experience that will help you land any candidate you might want:
- Steer clear of the Resume Black Hole. Did you know that 75% of professionals never even hear back from the companies whose jobs they apply to? Imagine putting hours into updating your resume and writing a cover letter or email, only to see your application disappear into the void. What kind of message does it send talent if you fail to even acknowledge their interest? Combat this by setting up a response system; even one that’s boilerplate and automated is better than none at all.
- Personalize your outreach. We’re not talking about using a candidate’s name instead of a generic salutation. In the age of automation, it’s easy for recruiters to reach thousands of potential new hires with templatized communication. But there’s something altogether different and entirely special about getting an email about a role, and having the recruiter connect your past achievements and successes to what’s on offer. With much of this data accessible on LinkedIn, you can really make candidates feel desired and valued like never before.
- Prioritize candidate comfort. Nothing screams ‘neglect’ quite like treating candidates like livestock. If you set up a day of multiple interviews with a candidate, give them breathing room between sessions and arrange for them to be fed. If it’s an on-site with someone from out of town, be sure to arrange a flight at a reasonable time, a comfortable hotel room, and transportation to and from the interview location.
- Remember that life happens. Some things are beyond anyone’s control and can happen even when you plan interviews well in advance. Flights get delayed, family members fall sick and candidates get assigned last-minute projects. If you’re in the recruiting game and don’t make allowances for these last-minute reschedules, you’re doing it wrong.
- Standardize candidate prep. While your approach to each candidate should vary based on their expertise, achievements and personality, what shouldn’t vary is how you prepare them for the hiring process. One good way to ensure you remain objective is to create a document with all the information they need and share it with each candidate to avoid bias, subconscious or otherwise.
- Simulate the work environment. Remember taking math tests in school? You had to memorize all your formulas and show your work because you weren’t allowed to use textbooks or calculators. That’s not how the real world works at all. Engineers aren’t asked to write code without access to resources, and lawyers aren’t asked to prepare for cases without access to precedents or previous rulings. If you want to see the best of a candidate and how they’ll perform in the role you’re hiring for, make sure they have the chance to be evaluated in the same conditions they’ll be working in.
- Respect candidate time. Most candidates applying to your company have full-time jobs, side hustles, families, hobbies, and other interests and responsibilities. Keeping them waiting for a scheduled interview or asking them to devote long hours to evaluation projects infringes on their time and, if they count those as billable hours, their livelihood.
- Facilitate a culture dialogue. Remember that culture fit is a two-way street. Just as you and your hiring manager are trying to discover the best fit for each role, so too are candidates trying to assess the best workplace to commit to. Help them make that evaluation by granting access to peers and colleagues they may end up working with.
If you want to put these insights to work, you’re going to need time to strategize and execute a hiring plan that’s suited to your company’s objectives. That’s time you simply won’t be able to find unless you start using technology that makes recruiting easier. But if you could free up 20% of your work hours, this suddenly becomes a more viable prospect.
With our solution you’ll be able to entrust administrative work – scheduling and rescheduling interviews, merging and tracking calendars, following up with candidates, etc. – to an AI assistant. It’s error-free, scales infinitely to any hiring volume, and requires one-time setup for all your templates and workflows.