With the rise of LinkedIn and job boards, it’s easier to find qualified candidates now more than ever. However, with a robust job market and so branded recruited experiences, engaging with your candidates is actually even more challenging than it has been in the past.
In recruiting, the candidate experience is more important than ever, from how you engage with a candidate online to actually bringing them in for an interview. To help fill in the gaps, we sat down with an expert on CX, Scott Weaver, a talent acquisition leader at Teradata. He walked us through exactly why he’s “systemizing and operationalizing” the candidate experience at Teradata — and how you can, too.
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The Silver Bullet in Recruiting
As we think about candidate experience, Weaver cautions that, “there is no silver bullet in recruiting.” Weaver, though, believes that optimizing your candidate experience is as close as you can come to finding that elusive silver bullet. “You can systemize and operationalize how you’re treating people,” Weaver explains. However, very few businesses actually do it.
“Systemizing and operationalizing” your candidate experience can be difficult. If you have one or two great recruiters, they are already providing that amazing candidate experience you’re looking for. The issue comes with scaling beyond your two best recruiters. “You need to scale how you treat people. It gets really, really difficult to do that across the board.”
Streamlining and improving your candidate experience also does something great as well. Beyond beating your competitors for talent, it also serves to improve your organization’s brand. “It’s an opportunity to transform your brand from within,” Weaver says. A positive candidate experience — regardless of who is hired — will result in better word-of-mouth and lead to greater benefits down the road.
Lessons From the Candidate Experience at Teradata
Weaver and his team at Teradata have done the “systemizing and operationalizing” to improve their candidate experience, and it provides lessons for all of us.
To scale their model up, they decided to map out every single touch point the organization has with a candidate. From here, they created a checklist within their organization, addressing things from branding to technology to how they can treat candidates better. Weaver also suggests making it incredibly easy to find your job listings on your website. As simple as this may sound, it is something many companies do not do well.
Finally, Weaver addressed another aspect of recruiting that many have overlooked: reaching a candidate’s inner circle. Though we often think of a job board search as the first step in the job hunt, many candidates actually discuss their thoughts first with their inner circle. Marketing a job to someone who isn’t hunting for the job is difficult, but it’s something Weaver and his team have given a lot of thought to. They will soon implement a novel solution: they will have their new hires post on LinkedIn a small post that says, “I just started my job at Teradata. Ask me why.”
What Companies Get Wrong About CX
Weaver also has a few tips for those who are potentially going about redesigning their candidate experience. “Too many people are focused on the fluff,” he says. Don’t focus on providing perks for candidates, he says. Instead, Weaver believes companies should focus on the operation, ensuring consistency through their various recruiters.
But the most important thing, he believes, is to be transparent with your candidates. Let them know where you stand, and provide as much information as possible to the candidate about the position, so that both you and the candidate can determine the best fit. This, he says, is the best way to improve your candidate experience — by demonstrating a respect for the candidate and their time.
Resources Mentioned in This Episode