Over recent weeks for some unknown (for that read completely known) reason I have been thinking a lot about the candidate experience. I was then provoked to share some thoughts when Lisa Scales at Tribepad formed a LinkedIn group to discuss the same topic and some interesting conversations are developing. You can find a link to the group here and ask nicely and I’m sure you’ll get an invite.
The thing I keep coming back to is that in order to have any kind of meaningful conversation we need to start with the truth and that’s a difficult thing to find. Let’s face it everyone wants to present the idealised, nice polished version of their candidate experience and I’ve yet to go to conference where anyone stands up and says “we tried this but it failed” or “ours is a complete shocker”
With this in mind I started to think about how you could describe a typical (and for typical I accept the caveat that of course all of you amazing people have super candidate experiences) experience and put it in a form that would both allow and provoke discussion without it getting ummmm ‘handbag-y’. Then I talked to some friends both inside and outside recruitment and had more of a think.
So with tongue partially in cheek, here goes:
Stage 1: Attraction
At this stage you are likely offering something akin to either Miss Megan Fox or Mr Bradley Cooper. Shiny, beautifully groomed and desirable to most if not all of your target market. The only major thing likely to send your candidate running for the hills at this point is the secret code book or in plain english a job advert written in language that you need 5 years deep immersion in your organisation to understand, this will likely lead to an exit!!
Stage 2: Gaining Entry
At this point, to get anywhere near Miss Fox or Mr Cooper you need to get past the bouncer and donate a pint of blood (or complete 12 pages of questions, tick boxes and disclaimers on your ATS, having registered an account)
Stage 3: Getting the Nod
At this point you will either wait outside X-Ray for a mythical appointment and then be contacted by an over excited bundle of fun who is desperate to get you in front of their big brother (line manager), for the lucky few you may not have to go to X-Ray at all. For the unlucky few you may spend forever waiting outside x-ray
Stage 4: Selection
Depending on the level of the role, complexity of the process and investment in selection you will then be subjected to something akin to Robert De Niro in “Meets the Parents”. Hopefully this will be have been explained in advance and everything you are subjected to will have relevance to the process.
Stage 5: The Jury’s Verdict
So it get’s a bit tricky here…
Success may be the equivalent to a teenage boy on prom night – very excited, eager and keen to get on with it or a radio DJ managing a competition winner, wanting you to sound amazingly excited and coaxing answers out of you. Failure is the Grim Reaper – likely with as much chat (feedback) on why you’ve met your end. On either route you may experience tumbleweed for periods for 1 to n hours, where n is an integer between 1 and infinity (you may never hear)
Stage 6: Doing the Deal
Meet the Negotiator. This person (who may be the same person as the teenage on prom night, the over excited bundle of fun or the radio DJ) may now throw out a few hoops for you to jump through – previous payslips, signatures of 7 living grandparents, the certificate of authenticity for the previous submitted pint of blood, etc. It will then be about ensuring they get the ball in the hoop whilst trying to get you in the business. It may not be pleasant!
Stage 7: Onboarding
So you hop on board the plane, fill in a ream of Health & Safety policies, find out about the company history and get some form of tour. From there a myriad of 1 to 1 meetings with people who don’t really know what you are going to do, how it relates to them or actually why they were included on your induction plan
Stage 8: The Holy Grail
You finally make it. You finally get to have what you wanted all along. BUT and there has to be a but, thanks to the haste and the chinese whispers of the recruiting process, the changes that have occurred in the organisation during the process and the different interpretations put on the role through the process – your job is not Bradley Cooper or Megan Fox rather Ralph Fiennes or Zooey Deschanel. Not to say they are bad jobs, they look very much like the ones you first saw but they are just subtly different….
Random Stage: May Occur at any time
Let’s face it you are not the only employer out there, the rigours of the process may seem too much, the silence may be deafening or any number of things that you have no control over may happen. Probably worth bearing in mind that your candidate (or customer? or is that the line manager?) has the opportunity at any point to head for the exit… but don’t worry it’s not like they could be a consumer of your brand, user of your service, stakeholder in your future is it?
As I said at the top, of course your process isn’t anything like this…but somebody’s is….trust me!