Lately, I’ve somehow found myself in the position of an informal career coach. I’ve been assisting job seekers who have been off the job market for several years and who were overwhelmed and intimidated by the way this whole process has changed. I was able to guide them through the process, from resume writing, personal branding, researching companies, and developing questions to ask during the interviews. As I went through this journey with them, I was surprised to learn that some of these questions have left recruiters scratching their heads. When I recalled my own experience in recruiting, I remember being in the same boat as these individuals. It wasn’t until later in my recruiting career that I realized how important it was to do deep research about a company to be able to confidently provide the information that these candidates wanted to hear.
To really create a positive and informative candidate experience during the interview process, a recruiter has to think like a candidate thinks. I know when I was a job seeker, the first thing I would do was essentially stalk anything and everything about a company before my interview. If I came across something negative, I wanted it cleared up early in the process so I knew whether or not to move forward. When applying this knowledge to my recruiting career, I noticed a huge difference. Transparency helped me build a trust with my candidates and they felt more confident when it came down to making a decision.
How can recruiters go the extra mile?
- Talk to people within the company: Even if you work at the company you’re currently recruiting for, it’s important to speak to several people in different roles or departments. Getting an overall idea of employees’ opinions of the company can help you paint a solid picture for your candidate. So rather than saying, “It’s a great place to work,” you’re able to provide several perspectives, making your examples well-rounded.
- Check out reviews on Glassdoor: Alright, I get it. I’m kind of a snob when it comes to this point but it’s definitely something that needs to be discussed. I’ve had plenty of job seekers tell me that they completely stumped a recruiter when they referenced specifics from these reviews. Needless to say, the job seekers would drop out of the interview process because they felt like there was a disconnect or that the company was potentially hiding something.
- Know your employer brand: Employment branding is a topic that is near and dear to my heart. Being on the marketing side of things, I see the amount of effort companies put into their brand to make sure they have various examples of why working for the company is great. The content put out can be a fantastic resource to provide to the candidates and can help keep them engaged throughout the process.
- Do a deep Google search: What’s your reputation? Employment branding and content pushed out by a company attempts to paint the company in the best light, but what about the stuff that WASN’T put out by the company? What are brand ambassadors, customers, clients and/or competitors saying? Do credible news sources or amateur bloggers have something worthy of sharing? Are your employees bashing or praising the company on social media? Knowing these things beforehand can help you discredit things that aren’t true, give a deeper explanation for things that are, or promote things that are aligned to what the candidate values.
When I started doing this in my own recruiting practices, I was able to really make the most out of my conversations with candidates. If they mentioned something they were interested in, I had the specific details they needed. If they were concerned about something, I was able to ease their mind or give them the hard facts so they could make the call. If I was a job seeker, I would hope that the interviewer would do the same for me. After all, job seeking is hard these days and accepting a job offer can be nerve-wracking. Essentially, a candidate is making a big decision based on referrals and other people’s opinions. It would make a huge difference if recruiters were able to incorporate these details during the interview loop.