The recruitment process is often an area of frustration for hiring managers, external recruiters and prospective employees alike, its particularly frustrating for potential employees searching for new jobs.
People who were initially very excited about a new job opportunity can quickly become disillusioned if the steps to getting the job are too complicated, too slow or not clearly defined with definite time frames and regular communication through each stage in the process.
First impressions count!
For employers it’s important to consider the candidates experience from the first time they make contact.
Will they have a good impression of the company throughout the process?
If an applicant has a bad experience when applying to work for an organization its potentially damaging to the brand itself (more about that in my previous post… “The People’s Value Chain”).
Word travels fast!
Even if an applicant is unsuccessful in their application it doesn’t have to be a negative experience, the key is that they are given proper feedback with regular communication throughout the process.
If organizations want to attract and retain top talent then its essential to get people engaged and keep them engaged from day one.
I am sure every employer can recall a time when they have failed to hire an outstanding candidate who they really wanted on board so the big question should be why ? and what can be done to stop this happening again…
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