When Jacob Morgan released his book, The Employee Experience Advantage, in 2017, he brought a realisation for many about the importance of employee experience. For many companies it is now the key battle ground to attract and retain top talent. Graeme Johnson, former HR leader at Virgin Media, speaking in Las Vegas in 2016 perfectly exemplified the cost of a bad candidate experience which for them stood at $5 million per year. We discussed this topic further with Silvina Layani, who advises companies on how to create a fabulous employee experience, and we agreed the following guidelines in regards to the candidate process:-
- The Application: Candidates must understand the process and what to expect.
- Communication throughout the process: Keep in touch with the candidate once they have applied. A ”black-box” process will frustrate, demotivate and detract talented individuals who will share the lack of ”human-touch” with their friends and contacts. That means communication with us, the Recruiter, so that we in turn can communicate with the candidates.
- Interviewing: Interviewers should apply a human-touch rather than simply reading a series of questions like a robot. This is an opportunity for a ”customer conversion” and should be treated with undivided attention. It's important that interviewers sell the benefits of the company and the role.
- Feedback: Providing feedback to candidates, even if not lengthy, will keep the experience positive and help them develop further. This will ensure that all candidates, including those who are not retained, will have a positive experience and might create positive brand advocacy in return.
At EMEA Recruitment, we do everything we can to ensure a very high level of candidate service because we understand it's important not only for our business, but for the businesses that we represent on searches. Please don't hesitate to reach out to us if we can be of assistance to ensure you maintain a positive candidate experience.