The right recruiting strategy will always make a difference while acquiring the top talent in the industry. Although the most common challenge that recruiters face is losing the top talent to their competitors, there is more than that – employer brand. If a pandemic has helped recruiters understand anything, it is to stay on top of technology. Leveraging technology seems to be an intelligent move while recruiting. A recruitment strategy is the clear road map to help recruiters with the right talent. However, the most common reason even well-thought recruitment strategies take a back seat is to compromise the recruiter, candidate, and hiring manager experience.
Why Candidate, Recruiter and Hiring Manager Experiences are Crucial for Successful Hiring?
Candidate Experience Boosts Your Employer Brand
Candidate experience is a crucial factor in modern recruitment. The candidates will expect consistent, timely communication, transparency, and feedback. However, not many companies consider candidate experience necessary. But it hugely impacts the employer brand.
The candidates should have a great experience throughout the selection process, including application, screening, interviewing, offering jobs, onboarding process, etc. Although you are leveraging technology, it is essential to have personal communication and guide them through the process. Asking for feedback on their journey will help you understand which steps were pleasant and need improvement. This way, you can improve both the candidate experience and employer brand.
Hiring Manager Experience
It is important to have clear and proper communication between the hiring manager and the recruiters. If hiring managers don’t provide clear details on the position they are planning to fill, it will become increasingly difficult for a recruiter to fulfill their needs. The best aspect of recruitment for a hiring manager is hiring a candidate with exceptional skills. If the recruiter has overpromised the candidate’s skills but they under-deliver them, it can disappoint the manager about the recruitment process. It has become increasingly important to develop healthy communication channels between the recruiter and hiring manager to avoid such a situation. The most important thing a hiring manager will bring to the table is their open-mindedness, realistic expectations, and flexibility. They will also be bringing honesty and their industry expertise to make the strategy successful.
Recruiter Experience
No matter how streamlined and automated your recruitment process is, the recruiters enjoy communicating with the candidates one-on-one to understand them better. Although the organization wants to differ at this point, to improve the satisfaction of your recruiters, make sure your recruiters meet new people instead of just finding, reviewing, and scheduling interviews with the candidates. Using AI in recruitment will reduce manual tasks. Automating the manual tasks will provide them with more time to engage with people. An applicant tracking system will help you enhance the recruiter experience and improve the hiring process.
Some common differences may occur between hiring managers and recruiters.
- Recruiters find the expectations of hiring managers unrealistic.
- Most hiring managers feel disappointed with the quality of hires and want shorter time-to-fill.
- Both recruiters and hiring managers have different opinions on recruitment strategy and the time and costs associated with hiring.
However, there are no bad or good experiences, just learning experiences. Recruiters need to learn from their experiences to make the next hiring process even smoother and better.
It is also important to note that with the tension between hiring managers and recruiters, the candidate experience gets compromised due to miscommunication about the job and expectations.
How to Improve Candidate, Recruiter, and Hiring Manager Experiences
Communicate Clearly
Remember, recruiters, can’t do the job alone without the support of the hiring managers. So, befriend hiring managers, communicate clearly about the requirements, and challenges and appreciate their experience and help. Be transparent.
Do Internal Research
Sometimes, recruiters may not get clear job requirements from hiring managers. In such cases, do your internal research and analyze the team’s (you’re hiring for) goals and how it functions and has evolved in recent years. Asking your hiring managers pointed questions like “What skills should the ideal candidate have and what main responsibilities for this role?” will help you communicate with the candidates and help you hire the right candidates looking for the same work opportunities. When recruiters are involved in researching the job description, they’re likely to hire long-term employees.
Identify Deal-Breakers Early
You need to ensure there are no last-minute surprises. Know that there will be different salary and flexibility expectations that you need to negotiate repeatedly. To not surprise your hiring manager, warn them about these potential deal breakers in advance.
Wrapping Up
Even people with the most functional strategies sometimes fail to ensure a smooth recruiting strategy. It is because they overlook the experiences of people involved in the recruiting process. One of the essential factors in a successful recruitment strategy is ensuring a great experience for the recruiter, hiring manager, and candidate.
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