- ERE.net - http://www.ere.net -
An Honest Look at What Job Candidates Really Want
Posted By Keith Halperin On April 16, 2013 @ 5:24 am In Opinion | 13 Comments
Every few months here on ERE, some author writes an article discussing the “candidate experience,” or as I prefer to call it: the “c words”: candidate care. As a contract recruiter, I’m very frequently a candidate, so while I’m just one person, I’m very familiar with this side of the process, so let me discuss the candidate’s perspective.
As a candidate, if I see a job which looks good, I don’t want to “engage” or “develop a relationship” with some perky pseudo-recruiter. I want to get hired now. If you’re one of those rare companies that actually plans for hires down the road, then tell me when you’re looking to hire me, for what position(s), and what I have to do to get ready to be hired at that time. Also, if it’s not going to get me work or money, (preferably very soon), I don’t want to hear your corporate-marketing “B.S.”
I want to be able to easily track my continuing status online (including mobile), and if I have questions, there is a toll-free number to a virtual candidate care assistant who can help me with whatever I need to find out, in real-time if possible, and no more than one business day if not. This virtual assistant’s deliverables are to make sure that each and every candidate from entry-level grad through the highest executive has a pleasant application process, so that even if they don’t get the job, they’ll tell all their friends to apply because of how well they were treated.
The great majority of employers don’t care  about the candidate experience. They don’t have to care. If they’re not an “employer of choice” and looking for the “fabulous 5 percent,” then they can treat people any old way they please, and the people will line up for more. Employers of choice are particularly known for this sort of thing, because they can treat almost everybody badly and still get the pick of the litter.
I said this a couple of months ago:
I’m putting out a challenge to the staffing managers, directors, and VPs out there reading this: if you’re sincerely interested in fixing your candidate care, let me know off line. If you’re not a manager, etc. but you think your manager, etc. would be interested in really doing something: forward this on to them, I’ll let people know in my column what I’ve found about who “walks their talk.”
Not one responded; not even the winners of the “Candidate Experience Awards ” wanted to follow up here on ERE and elaborate for the rest of us. So, folks: I’d like to proclaim this a dead issue, and would appreciate no more “Isn’t the Candidate Experience Bad?” articles, or “I treat all my candidates well” statements. We’re years past that being relevant or useful. You want to talk about the “c-words”? Well then: tell us what you’ve done or are doing to make bad candidate care decent, decent candidate care good, or good care great. Extra points for how you overcame the apathy or resistance of the arrogant and privileged folks at the top of the corporate food chain. Show me that you care.
photo from bigstock , for ERE.net only
Article printed from ERE.net: http://www.ere.net
URL to article: http://www.ere.net/2013/04/16/an-honest-look-at-what-job-candidates-really-want/
URLs in this post:
 notification: http://www.ere.net../../../../../2013/01/23/dear-candidate-5a26jd7-your-application-is-very-important-to-us/
 Image: http://www.youtube.com/watch?v=L8s9dmuAKvU
 don’t care: http://www.ere.net../../../../../2012/12/26/7-reasons-your-hiring-process-repels-candidates/
 Candidate Experience Awards: http://www.ere.net../../../../../2013/02/12/black-hole-getting-brighter-among-cande-winners/
 bigstock: http://www.bigstockphoto.com/image-473387/stock-photo-fragile-handle-with-care
Copyright © 2008 ERE Media. All rights reserved.