Comments on: Candidate Engagement http://www.ere.net/2008/04/17/candidate-engagement/ Recruiting intelligence. Recruiting community. Sat, 07 Nov 2009 21:13:33 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Joseph Murphy http://www.ere.net/2008/04/17/candidate-engagement/comment-page-1/#comment-4904 Joseph Murphy Thu, 17 Apr 2008 03:52:00 +0000 http://www.ere.net/2008/04/17/candidate-engagement/#comment-4904 Kevin Forrester has a nice model with the four 'I's. The final I is similar to how customer service is measured with the Net Promoter Score (NPS). It is important to ask candidates about their willingness to refer others based upon their personal application process experience. This provides feedback on how closely the careers page experience is meeting candidate expectations for the first three 'I's. There are some lessons regarding this in the book: The Experience Economy. The authors suggest we look at the experience through the lens of this question: How would I change/build the experience if I was charging for it? Put on your candidate hat and see if your candidate experience has anything in it worth the price of admission ticket. Kevin
Forrester has a nice model with the four ‘I’s.
The final I is similar to how customer service is measured with the Net Promoter Score (NPS). It is important to ask candidates about their willingness to refer others based upon their personal application process experience. This provides feedback on how closely the careers page experience is meeting candidate expectations for the first three ‘I’s.

There are some lessons regarding this in the book: The Experience Economy. The authors suggest we look at the experience through the lens of this question: How would I change/build the experience if I was charging for it?

Put on your candidate hat and see if your candidate experience has anything in it worth the price of admission ticket.

]]> By: Geoff Hultin http://www.ere.net/2008/04/17/candidate-engagement/comment-page-1/#comment-4903 Geoff Hultin Thu, 17 Apr 2008 02:39:00 +0000 http://www.ere.net/2008/04/17/candidate-engagement/#comment-4903 Recruiters and corporations are hopefully beginning to understand that the world has changed. You describe an environment in which *people* matter and are seeking meaningful relationships with their work, colleagues, their managers and the organization in general. This isn't so strange and I believe has been the case since I started in the job market in the early 1990s. What is new however, is that organizations are, as you say, realizing that employees will quit, there is a cost to turn-over, that spreadsheets don't reflect reality and that it does matter how you treat people. What you illustrate well, Kevin, is that this extends to how you communicate and engage potential employees. You've described some of the ways that a company can prepare itself to engage its audience. Much like preparing to deliver a good public speech, you've related the needs of the audience to the steps required to deliver the content of the speech. HR next needs to ensure that it delivers the message value. This means meaningful job descriptions, tight basic requirements, and candidate competencies that link to company values and managements's own required competencies. These will help screen and identify candidates that will fit and progress appropriately within the company's desired culture and evaluation methods. geoff www.talenttech.com Recruiters and corporations are hopefully beginning to understand that the world has changed. You describe an environment in which *people* matter and are seeking meaningful relationships with their work, colleagues, their managers and the organization in general.

This isn’t so strange and I believe has been the case since I started in the job market in the early 1990s.

What is new however, is that organizations are, as you say, realizing that employees will quit, there is a cost to turn-over, that spreadsheets don’t reflect reality and that it does matter how you treat people.

What you illustrate well, Kevin, is that this extends to how you communicate and engage potential employees. You’ve described some of the ways that a company can prepare itself to engage its audience. Much like preparing to deliver a good public speech, you’ve related the needs of the audience to the steps required to deliver the content of the speech.

HR next needs to ensure that it delivers the message value. This means meaningful job descriptions, tight basic requirements, and candidate competencies that link to company values and managements’s own required competencies. These will help screen and identify candidates that will fit and progress appropriately within the company’s desired culture and evaluation methods.

geoff
http://www.talenttech.com

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