How would your perspective change if you looked at every candidate as a potential team member? Would you do anything differently in the recruiting process to attract them? In our last blog, we introduced you to our friend Joe and shared his disappointing candidate experience and the impact it had on him, the organization, and other potential candidates. As the saying goes, you never get a second chance to make a first impression.
Making your first impression impactful.
The availability of news and information about your organization and employees on the Internet amplifies the traditional candidate experience of how your organization recruits, interviews, hires, and on-boards. This places a higher emphasis on attraction, making pre-recruiting more important than ever. Online professional networking is the norm and because of it, many people have a list of companies they would like to work for (and not) based on the information available to them at their fingertips.
Where the first impression begins.
For some brands, it starts with consumer advertising and marketing - but most candidates start with industry-specific sites, LinkedIn, or Facebook. It begins with family and friends, and then friends of friends, and then, well you get the picture. Next might be a stop at sites like Glassdoor or Indeed which encourage ratings and open-ended feedback from candidates and employees. Think about it, who do you ask first when you want to learn about something new? What influences your perceptions? What do you consume and how does it shape your view of the world?
How can you positively influence employees' experience of your organization and culture?
- Follow your colleagues, especially team members, on professional social media and engage with them. Comment on their posts, share their articles, celebrate professional successes - you will engage them, and their network, just by being present.
- Self-develop in your field and stay current on news/information, then SHARE IT ALL on social media. Tag people you learned from and with, offer your perspective, and respond to people who take the time to comment.
- Keep connected with team members who have left your company on a positive note. Support their careers, seek their advice, and ask for their continued support of the organization. After all, no one knows it better or can identify who has the potential to succeed and deliver results in your culture.
- Be proactive - make sure that you are conducting exit interviews, so your team members feel heard and understood and to reduce your chances of being blindsided on social media.
We hope you found this article helpful, visit us next week when we share some specific examples of successful Attraction strategies.
