How TRM benefits candidates

Kristina Finseth

In our fast-paced world, we don't have the time to not be treated as a priority. Customer Service teams have realized this and some advertisers have even created entire marketing campaigns around the idea that things don't always work and unfortunately, we have come to expect this.

Customer Service teams cannot afford to not put customers first so when it comes to recruiting, why don't more companies put candidates first?

Recruiting top talent is expensive and fiercely competitive so why not treat candidates like customers or even just humans?

Think about the last time you had to call your cable or internet company to report a problem. If your past experiences are anything like mine, you are likely expecting to be on hold for the entire length of your 30 minute lunch break...great. To be honest, I don't have much of a choice when it comes to selecting my cable provider because I live in an apartment building, however if I had the choice, I can promise you it would not be the same company. It surprises me how often we, as humans, go through our daily routines encountering problems and actually expecting these problems to occur. Especially, when these problems pop up while making major life decisions - like searching for your dream job.

The way we recruit currently will not attract top talent over competitors if we do not offer more intuitive, relevant and engaging experiences for candidates. Want to attract more quality candidates? Consider a Talent Relationship Marketing strategy.

Candidates aren't job hunters. They're savvy shoppers.

Thanks to the influence of today's most popular technology, the way candidates search and apply for jobs is changing. Searching for your dream job should not be more difficult than shopping for a pair of shoes online.

To build the ultimate candidate experience, create an experience for candidates that's convenient, flexible and informative every step of the way. Candidates are likely to 'shop around' when they reach your career site so it should be equally accessible from Google as it is from LinkedIn, Facebook and Monster on any device they choose. No matter how a candidates finds your site and your jobs, you should deliver an optimized experience that allows them to make the most of their job search. This includes creating an attractive career site that is not only easy to use, but it should also reflect on your employer brand positively.

The right opportunities for the right candidates.

Creating personal experiences for candidates allows them to control their journey. Candidates want to know more than just the individual responsibilities of a job opening. Show them how the position fits within the company's structure and culture by adding context to your job description in the form of Glassdoor reviews, employee testimonials and any content that helps a candidate learn. Think of how current e-commerce sites offer product reviews, details and even videos that enable consumers to learn all about a product before making a purchase right on the site - this is how your career site should work for a candidate. Candidates will wander the internet for information about a company, but by offering this information on your career site, you are giving candidates some added perspective as they research what it's like to work for your company. When you serve up engaging experiences to candidates that allow them to learn about what it's like to work at your company, they are able to find an ideal position at your company and therefore are more likely to apply.

It's not hard to see that when humans have good experiences, they are happy. When they are met with bad experiences, they are unhappy. Show candidates some love by changing your recruiting strategy to a Talent Relationship Marketing strategy. Don't be the lousy cable company, be the innovator and create the experience that turns your recruiting function into a strategic business advantage. To learn more about why candidates love TRM, register for our webinar - Thursday, January 28th at 2:00pm EST.
 


auditing the candidate experience - download