Friday, April 10, 2009

The Candidate Journey - from applicant to employee

Published in 2007, “Recruitment 2020” was the result of nine months of research that focused on developing possible futures - or scenarios - for recruitment, and to identify their implications for the industry and for public policy more broadly.

The paper in its entirety is widely available online and is an interesting read for those with direct recruitment responsibilities and even more so for those who run businesses of any substantial size.

Amongst the many findings, they identified the need to bring the recruitment process “into brand” and use the engagement of candidates as a window through which outsiders can see how you operate and make a decision on whether or not they wish to join such a team.

(From Recruitment 2020, pg 77)
Align the recruitment experience with client ethos

At a time when job seekers are showing an increasing interest not just in levels of pay but also in a much wider set of factors - including how it feels to work somewhere - the experience of being recruited matters.
Organisations with a relaxed, business-like or playful ethos (and brand) need to ensure that the process of recruitment itself reflects that ethos. When candidates go through recruitment processes they are also gathering information and making judgments about their potential employers - meaning that the process must reflect the organisation itself. This requires differentiated processes designed not just to identify the right competencies but also to create the right impression.


We do have clients in China that have already identified this and are working towards improving their performance in the “candidate journey,” not just to “prove” that they do what they say they do…value open communication, respect individuals, act with integrity etc, but also to begin the cultural induction of the candidate by exposing them to the organisational culture from the very first engagement. The result is a new employee who has a cultural awareness and affinity with the organisation on his very first day at work. On-boarding process, assimilation and retention can all be improved as a result and best of all, you will have created a brand advocate who will no doubt go tell his friends what a great place to work he has found.

36 comments:

  1. 你要保守你的心,勝過保守一切,因為一生的果效是由心發出..............................

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  2. Nice Post~!!!. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

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  3. 生存乃是不斷地在內心與靈魂交戰;寫作是坐著審判自己。......................................................................

    ReplyDelete
  4. 生存乃是不斷地在內心與靈魂交戰;寫作是坐著審判自己。.................................................................

    ReplyDelete
  5. 成功多屬於那些很快做出決定,卻又不輕易變更的人。而失敗也經常屬於那些很難做出決定,卻又經常變更的人..................................................................

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  6. 人生有些波折,才能有些成長,所以不論順逆,凡是成長、成功的助緣,都應該心存感激。..................................................

    ReplyDelete
  7. 聰明的人喜歡猜心 雖然每次都猜對了卻失去了自己的心............................................................

    ReplyDelete
  8. 愛,拆開來是心和受兩個字。用心去接受對方的一切,用心去愛對方的所有。......................................................................

    ReplyDelete
  9. Judge not a book by its cover.. . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

    ReplyDelete