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BlackDog |
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PO Box 3004 Crested Butte, Colorado, 81224
Contact us
Phone: 970 349 0364 |
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In Recruiting, Service
Matters!
Reprinted with the permission of
Paul Siker
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Recently, I delivered a presentation to a group of recruiting
professionals that addressed how an organization's employment brand
is directly impacted by the positive and/or negative experiences of
individual candidates in consideration for existing openings. The
underlying premise of the presentation was that the manner in which
a job applicant is engaged throughout the recruiting process has
significant bearing on a candidate's perceptions about an
organization's values, culture, and people.
In kicking off the presentation, I decided to do a quick social
experiment by asking everyone in the audience whether or not they
could identify the single finest dining experience that they had
ever enjoyed. As I began to poll audience members, I was struck by
the fact that everyone could identify one particular dining
encounter that was truly exceptional and that stood out among all of
the others. One individual cited an incredible meal at a restaurant
in Orlando - a meal that she had over seven years ago. Another
individual highlighted a D.C. based restaurant that was consistently
superior (and regrettably, was no longer in business). A third
individual became sentimental about a small bistro in Italy's
Dolomite region. As these dining experiences were briefly recounted,
you could see other participants nodding in acknowledgement. In
short, everyone was able to think of a specific time, place, and
experience that approximated dining excellence in every respect.
As the dialogue progressed, it became apparent that the common
denominator that made each dining experience outstanding was
directly tied to the quality of the service that each individual had
received. While fine dining is synonymous with great food, great
service was unquestionably the critical factor that made the total
dining experience unlike any other.
As recruiters we are ultimately afforded the opportunity to create a
highly memorable experience for the candidates that we navigate
through our hiring process (or client's hiring process). And, as
recruiters we have the capacity to directly engage candidates in a
manner that embodies great service. This, of course, doesn't mean
that every candidate will end up getting a job. But, by providing
candidates with candid feedback, by managing expectations, and by
responding to candidate inquiries or requests for status updates in
a timely manner, we not only are provided with an opportunity to
distinguish ourselves as being highly professional, but are also
more likely to mitigate the potential for hard feelings or a
negative experience - especially if a candidate doesn't end up
getting an offer of employment.
It may sound simplistic, but if we take steps that result in
candidates feeling that they have been well treated throughout all
phases of the recruitment process, there will be a favorable impact
on our employment brand and reputation. And, while we may not be
able to leave candidates feeling quite the same way that they would
upon departing a fine restaurant that provided an outstanding meal,
we can leave them feeling that they were respected, treated with
integrity, and well served by working with us.
Paul
Siker, CEO of Advanced Recruiting Trends, has over 20 years of
recruiting expertise and is president of The Artisan Group, an
executive search firm. A nationally recognized trainer and speaker,
Paul is the author of "Proactive Recruiting In a War For Talent
Economy." Please visit Paul's Web site at
www.artofrecruiting.com.
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 Copyright 2010, BlackDog Recruiting Software Inc. |
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