Attraction of candidates “consider yourself the customer”
Many years ago, I visited the offices of a certain financial service company and especially the lintels of their doors were the expression “consider yourself as the customer”. Anyone remember? It touched me a sensitive string at the time and has stayed with me since. We separate somewhat by half; Half thinking as a candidate, the other half of the customer. The two essentially want the same thing, or at least two sides of the same room.
Which brings me to the point of this post. How can we, and by extension, if you interview and hire, see things from the point of view of your and candidates, to get the best result for your business?
I can be accused of having pandering by law, but in most cases, candidates have a real choice to know if they decide to work for you or not; And if they join you because they have no other choice, is this a bad rental?
Whatever the product or services you sell, it is likely that you are not approaching to sell the idea of working for your business in the same way. You should, but that does not mean shouting on yourself everywhere social. This means the entire package, from the very beginning of the process to the very end, when your new staff member is settled and happy.
Important things to consider:
Do you have an employer brand? If you do not think of changing this, if it is done authentically, it will help you attract better candidates and keep your team. We developed our employer brand with an HR and talent specialist, then we realized that we had also practically written our value proposal and our mission statement, the two are so intertwined.
Is your hiring process vigorous, do you have a process at all? Does your post description sell your role and excites candidates on the possibility of working for you? Or is it a really boring document that someone wrote 5 years ago? Rewrite it and give the role a certain personality.
Ask yourself the right interview questions? Few recruitment managers have training to do this and a common thing that we find when making the comments of the interviews is that the interviewer spent most of the interview to talk about the company or the work. Good to “sell” the company to the candidate, but not rigorous enough for the tenant.
How on new starters? When companies leave a gulf between the offer and the start day of the start date, there is an increased risk that the new rental is “bought” by the company they intended to leave, or take another role entirely.
Backs to get help
We can help with many recruitment and retention things, but the legal end, contracts, disciplines, etc., are better served by an HR professional and we can recommend very good. There is a lot of useful information on interviews, hiring and integration of people on our website and you will find the links below.
If you want to discuss your challenges and need to contact me. Someone I have not spoken for ages called me last week and said they were really surprised that I was still there. Not at all offensive. ?
The attraction of the post of candidate ” to consider you as the customer “appeared first on Creative Resource.
Firm Law
Jasa Import China
Cek Ongkir Cargo
Berita Teknologi
Seputar Teknologi
