Top Tips To Ensure Positive Experience

Saturday, July 16, 2005

If your job applicants receive a rough ride you risk losing out onhighly skilled people to competitors, as well as negativelyaffecting your employer brand. As companies begin to realize thatevery candidate is also a potential customer, they're taking steps to ensure all job candidates have a positive experience.

PatriceBarbedette, executive director and founder of Jobpartners, shareshis top five tips:1. Produce clear, easy-to-find job descriptions.

First, make jobseasy to find on your website or that of a third party and provideplenty of information about the job role and the applicationprocess. Include an HR section which must be as attractive andclear as possible, with employee testimonials and extensive jobdescriptions. This will help give candidates an idea of the companyculture and what they can expect from the job if they aresuccessful.

2. Respond quickly and efficiently. Too many companies fail toreply promptly to candidates, and some fail to reply at all, whichimmediately creates a poor perception. The initial response must be the process. Be clear on what\'s expected next from the candidate orwhat can be expected from the company.

3. Create a talent pool. If you receive a good application butdon\'t have a suitable job opening, keep it on file so you create atalent pool to refer to in future. Offer talented applicants theopportunity to create a personal profile that can be updated at anypoint.

4. Ensure management involvement. Effective communication betweenthe recruiting department and managers helps create a streamlinedprocess that's time and cost effective. For example, managementinvolvement will make sure job descriptions are completely alignedwith managers' needs and the right candidates are put forward.

5. Build excellent one-to-one relationships. Make the candidatefeel they are unique throughout the recruitment process. Whenpossible, send personalized answers, offer the opportunity to applyfor other relevant jobs and ensure you keep all notes and feedbackfrom everyone involved in the recruitment process. Finally,remember to keep promises made to new employees - the inductionprocess should also be personalized to ensure that, after all thehard work put into recruitment, the new recruit doesn't walk out thedoor in the first few weeks.

Source: Strategic HR Review Vol. 4, Issue 5, July/August 2005

Blogged on 2:59 PM by Upay

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