CANDIDATE EXPERIENCE + YOUR BRAND AS AN EMPLOYER

/ / CANDIDATE EXPERIENCE + YOUR BRAND AS AN EMPLOYER

CANDIDATE EXPERIENCE + YOUR BRAND AS AN EMPLOYER

September 25, 2018 | Andrea Hurtado |

LinkedIn by Hospitality – Practice Leader, Michael Evers

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Client (6 weeks ago): “We have an urgent and critical need that we need your teams support on, one of our top performers just turned in their notice.”

My team: “We are on it.”

My team(4.5 weeks ago): “Client, we have made your priority, our priority, and are happy to inform you we have a slate of 3 candidates that are qualified & excited about your opportunity, and we know that all would be a cultural add to your organization and a topgrade to the individual that has given notice. Their availabilities to interview next week are…”

Client (4 weeks ago): “Let me get back to you on our availability.”

My Team (3.5 weeks ago): “Any update on availability?”

Client (3 weeks ago): “Still working on gathering that from the team.”

My team (2 weeks ago): “Client, we engaged the marketplace and got talented individuals very interested and excited about this opportunity that was expressed by you as an urgent and critical need. The talent that has expressed interest are now expressing doubt in the organization and your interest in them based on little return communication and a broken process. We have communicated with them throughout the entirety of this process and kept them well informed along the way but for us to be successful, we need to insure we are all aligned on the importance of the candidates experience preinterview, during the interview process, and beyond. What can be done on our side to help expedite the process to achieve the result that we all desire?”

Client (1.5 weeks ago @ 7pm): “So sorry for the delays in return communication and the short notice but please see if the 3 candidates are able to come to our HQ tomorrow between 9am and 12pm. If that slot does not work we will have to setup other times a couple of weeks out from now as the team will be traveling between now and then.”

1 of 3 candidates call in “sick” to their current employer to make the interview happen. 1 removes them self from consideration due to process experience. The other says they will be patient and wait another couple of weeks but inform us that they have recently been engaged by another organization for another opportunity and have an interview later this week.

Client feedback from interview: “We really enjoyed our time with X. Great candidate and one that we know has the ability to add a lot of value to our current team and systems in place. We would like to see additional candidates to be sure though.”

My team: “Are you able to make additional availability happen to insure we are keeping the ball rolling and the talented individuals interested engaged in the opportunity?”

Client: “Let me get back to you.”

I am sure you can imagine the end result here.

Summary:

  • Client has “urgent & critical” need
  • 3 talented right “fits” presented in rapid fashion, client gives praise for rapid results
  • 1 drops out pre interview due to process length & client communication
  • 1 takes another opportunity due to process length & client communication
  • 1 removes them self from consideration after their 2nd interview is rescheduled 3x
  • My brand & my former client partners brand is jeopardized as a result of poor candidate experience.
  • We fire client.
  • Nobody wins.

STOP WORRYING ABOUT THE BRAND OF YOUR BUSINESS. START FOCUSING ON YOUR BRAND AS AN EMPLOYER- I CAN ASSURE YOU THE REST WILL TAKE CARE OF ITSELF.]]>

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