Thousands of hours of conversations about early careers recruitment has shown me that there are 5 questions that repeatedly come up from employers.
Read on for headline answers and to learn what candidate experience and Orios have in common....
1. How do I attract diverse talent?
2. How do I attract tech talent?
I'll answer 1 and 2 together.
For starters, there is a sub question which springs very fast out of a conversation around #1 and #2, which is .... How do I recruit diverse tech talent?
The formula for recruiting diverse talent, tech talent, and diverse tech talent is straightforward:
- Understand what talent is available in the first place
- Set ambitious yet 3 year goal
- Delve deep and get honest about what this talent (any talent in fact) would love about working for you
- Check that you've got this right.
- Put it out there in a way that clicks with them.
- Get to know them and vice versa from the first moment. How? Give back before you ask (for an application). Give back with help, advice, access to your staff, for example.
- Stay in touch and get their feedback on how the process is going for them (see q 5 below)
Easy right? Hmmm. Not so. The delivery of this is hard, as you probably well know. The areas most companies struggle with is "delving deep and being honest about your value proposition", and/or "putting it out there in a way that clicks with them".
3. Is my recruitment process biased?
In all likelihood - yes it is.
We've seen an exponential increase in take up of our auditing tools for this exact reason, as organisations start to realise this.
At latest count there are over 50 'points of failure' where bias can creep in between a the moment candidate (who is a stranger to your organisation) finds you online, right up to their first day on the job.
Feels daunting to tackle all these. And costly too, potentially. The smart recruiter pin points the problem and deals with that.
4. How do we compare to our competitors?
70% of people look at reviews about you, and how you compare to others, before making a decision about where to apply.
Glassdoor, and sites like it, give a good indication of how you are perceived in comparison with companies with the same roles or looking for the same talent persona.
You can get rudimentary information about how your benefits packages, interview process, development opportunities compare.
What it's not possible to glean is what exactly is that candidates prefer about your neighbours, and why do they choose them over you. Once you have that we can get into the really powerful stuff around how you take what you offer and make it standout against your neighbours/competitors, and draw the hearts and minds of the talent candidates you seek.
5. How can I improve my candidate experience?
Only 5% of candidates have an outstanding candidate experience that meets their expectations, yet employers consistently rate their experiences as above average.
This was evidenced in our latest research which laid bare the gap between expectation and experience.
Outstanding candidate experience is much like an Orio.
|Solid upper layer (biscuit)||=||The strategic activities that create a bond between the candidate and the company.|
|Pliable centre (filling)||=||Shift and adapt your process in response to the market.|
|Solid bottom (biscuit)||=||Reliably delivered process in a cost effective, high service way. |
To improve your candidate experience you first need to understand how good/bad/indifferent it is.
Then you need to construct your Orio with the components of your recruitment process. In doing so, if realise that your top layer isn't there/happening because you are stuck doing the 'do' in the bottom layer, then get help and outsource that.
Finally the absolute MUST is to pulse survey your candidates at every single stage.
And for the curious amongst you, the other most frequently asked questions include...
- How much levy are companies typically spending?
- How can I reduce my cost per hire?
- or, what's a typical cost per hire for my industry | these roles?
- Should I use strength based assessment or assess for potential?
- What's the best media to use?
- Will my brand be protected when you do our screening?
- Can you convert my assessment materials for virtual ACs?
- And many more...
Outstanding candidate experience is like an Orio. Solid upper layer (biscuit)= the strategic activities that create a bong between the candidate and the company. Pliable filling = shift and adapt your process in response to the market. Solid bottom (biscuit) = reliably delivered process in a cost effective, high service way.