The Basics of A Recruitment Experience

I read an article the other day by David D’Souza entitled “What I Want from HR” (you can read it here) which set me thinking. As a current job seeker and with many connections who are looking for a new role I found myself pondering on what would constitute a good Recruitment experience from a candidate perspective.

As I thought about it, I came to realise that, actually there isn’t that much that is needed to elevate the average candidate experience to something better.

The Absolute Basics:

When I am recruiting I have a tendency to sit down with my diary and work out when things need to happen. I put together a mini project plan so that I can map things out against other priorities and put time into my diary. Admittedly things can happen that change the dates I put in my diary and I have to be flexible but I have a sense of when each of the main steps in the process will happen.

I am sure that I cannot be alone in taking a planned approach to recruitment or rather I sincerely hope that I am not.

So, when you are advertising a role why not share those indicative dates in the advertisement:

  • Closing Date for Applications is 8/5/XX
  • Shortlisting will happen between 10/5/XX and 20/5/XX
  • Interview Dates are 29/5/XX and 30/5/XX

That tells the applicants three things:

  1. When they need to get their applications in by;
  2. That they shouldn’t chase for an update between the shortlisting dates because, well you will be shortlisting!
  3. If you are one of those organisations that believes a great candidate experience involves not informing unsuccessful candidates (which I have recently experienced from the most unlikely of organisations) then at least by the indicated Interview Dates those who have not been invited can reasonably assume that they have not been successful.

There are lots of other basics that I am sure people would like to see included and which are frequently left out. The one I see and hear about most frequently is salary. All too frequently having read through a long list of things you will be doing in the role, the essential criteria you need to meet, how fantastic their location, ping pong table, sandwich van and car parking is you come to the salary and are met with “Competitive.”

Certainly in the world of Learning and Development and I suspect many other areas “competitive” really could mean anything. I have seen Job Advertisements from very large organisations and quite small organisations which have read almost identically. Indeed I have had conversations with organisations in the past who have loved the experience in my CV but then when it’s come to salary we have been wildly adrift.

That then feels like a waste of time on the part of both the employer and the candidate which could have been so easily avoided.

That’s just some of the absolute basics when it comes to advertising a role. How do I want to be treated once I have applied for a role? That will be covered in another post!

Leave a Reply

Your email address will not be published. Required fields are marked *