A unique opportunity to join the conversation?

This morning I read a post on LinkedIn from a hopeful candidate who’d applied for an interim role and received a rather unfortunate email from an employer’s Talent Team.

So here’s the opportunity (to my network and beyond / please repost to get the conversation going) to join the conversation about:

·       How to specify and procure the technology that ensures candidates feel like your customers

·       How to configure the technology to keep your candidates close / on-side / feeling special

·       How to write the emails you send to candidates to make them feel loved (just like you feel about your products and services)

SOAPBOX ALERT

If it’s an automated email then at least:

·       Send it from what seems like a team inbox with a reply option.

·       Make the message about the person who applies NOT the overwhelming workload of the recipients.

My response earlier was a bit of a rant in support of the candidate and it’s stuck with me all day.  Many businesses use available technology to speed up their work, reduce human error and one might assume provide a better customer experience.  I’d like to think that organisations adopt the same approach when recruiting – who wouldn’t want to provide a better candidate experience?

The applicant made the point that the email they received (from a ‘no reply’ email account) thanked them for applying and continued …

“Due to the high volume of applicants, we may not be able to respond to every applicant … Best regards [from] The Talent Team at [company name]”

There’ve been a few worrying posts on LinkedIn about this and similar recruitment experiences recently.  I absolutely understand that budgets are being squeezed and a personal service isn’t a priority when almost every job seeker appears to apply ‘just in case they get lucky’.  But surely that’s not the point; it’s how a job is analysed and the person most likely to succeed is assessed that creates the job description and the advert.  And that’s were the criteria should be accurate and well communicated.  Vague job adverts lead to vague applications – be careful what you wish for!

If the organisation has a single ‘early careers’ vacancy then surely the advert doesn’t need to be on a global platform and ‘early careers’ candidates need to be encouraged and nurtured.  In other words, let’s look after the talented workforce of the future.  And I can help you – Let’s chat