Keys to Unlocking a BetterCandidate Experience6

The improving economy has shifted the power back to the

candidate, which means that you have to step up your recruitment

efforts in a big way if you want to win the war for talent. In order

to lure the best candidates away from your competition, you need

to give them what they want. But first, you need to know what

they want, as well as best practices for recruiting them.

Consider these six tips to provide a better

candidate experience and recruit smarter in

today’s candidate-centric world.

Customer Relationship Management (or Candidate Relationship Management, as it’s called in

the talent acquisition world) is more than a sales ploy. It’s a way for recruiters to find

candidates, build relationships and keep relationships alive with candidates you may want to

hire now or in the future. Through personalized and automated communication, you can make

the candidate feel valued — minus the inefficiencies of writing individual emails.

Sounds like a no brainer.

Key No. 1: CRM Isn’t Just a Buzzword

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Your job descriptions need to do more than just describe the job. Think of them as a marketing

tool to capture the attention of the best candidates. Good luck getting a candidate excited to

read dry, compliance-driven job descriptions! By injecting creativity, transparency and

originality into your descriptions, you’ll help candidates picture themselves at your

organization — and get excited about being a part of your team.

Key No. 2: Your Job Description Should Do More Than Fill Space

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If your company can’t offer over-the-top benefits or you’re not located in a big city, you still

have something to offer job candidates that other “sexier” companies don’t. You can make even

the most conservative employer brand stand out by highlighting your own set of perks — such

as stability; a solid rewards package; and an inclusive, diverse environment.

At the end of the day, those are the types of things that job seekers truly want from the

employer they choose.

Key No. 3: Coax the Sexiness Out of Your Conservative Brand

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You may only have the time and resources to devote to candidates who are a match for a

particular job, but by neglecting everyone else, you could be losing out on future

employees—and potential brand advocates. Sixty-five percent of job seekers say they’re less

likely to use an organization’s services if they don’t hear back after an interview. Regardless of

your industry, a negative hiring experience can affect your bottom line. Strive to be more human

and consistent in your communication and provide closure for those who don’t make the cut.

Key No. 4: Remember the Human Side of HR

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OK, so you know you need to relentlessly pursue candidates, especially in today’s economy.

But when do you cross the line from enthusiasm to stalking? If a candidate isn’t returning your

calls, continues to reschedule interviews or won’t commit to giving an answer on a job offer, it

may be time to pump the breaks. Allow the candidate room to progress at their company and in

their career, and when the timing is right, you’ll connect again.

Key No. 5: Sometimes You Should Play Hard to Get

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Did you know that 3 in 4 full-time employed workers are open to or actively looking for new

job opportunities? Don’t let your top talent walk out the door because you haven’t shown them

any love. You must constantly re-recruit your current employees by addressing their career

needs and goals. If you don’t do it, another company will.

Key No. 6: Treat Your Employees Like Candidates

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Forget what you think you know about HR... it’s all about to change.

This content was created for CareerBuilder’s Talent Advisor Portal, an online hub of exclusive content

designed to empower you with the insight necessary to go from HR professional to Talent Advisor.

Think of it as HR…in HD.

MCCLURE RUETTIMANN STOLLAK BROWNE SACKETT

Business leader, entrepreneur

and executive coach.

Speaker, strategist and author

of “I AM HR.”

Ph.D., associate professor at St.

Norbert College.

Executive director of human

resources for LaRosa's, Inc.

SPHR, president of HRU Technical Resources.

>> SUBSCRIBE ME TO TALENT ADVISOR>> TAKE ME TO THE TALENT ADVISOR PORTAL

Meet the Talent Advisor Team: You see them at conferences. You read their blogs. You probably even follow

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