Regardless of who’s available in the job market, your world-class talent-access process should remain consistent. Unfortunately, too many organizations change their methods based on how many candidates are available at a particular moment in time. Having said that, here’s an example of how changing your process greatly impacts the candidate experience.
Which is your strategy and mindset — #1 or #2?
1. Since many people are unemployed, through no fault of their own, we now have an opportunity to put together a world-class talent-attraction process and have access to many candidates whom we typically wouldn’t.
2. Since many people are unemployed, we can take longer than we typically do, being more thorough than we normally are, because many of those people are waiting to get a job.
At the end of your hiring process, when you extend an offer and the selected candidate accepts, do you care that the candidate can truly say, “I accept your offer and really enjoyed the process of getting to know you and your organization”?
I ask this because I’ve often heard, “I’m accepting the offer and we’ll see where this goes.” Candidates say this because they thought that the hiring process was ridiculous. Of course, they’re not going to tell you that.
Is this how you want your relationship to start off with new members of your team?
Remember, there’s a difference between a candidate being grateful just to have a job and that same person being grateful to have a job specifically with your organization.
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