If you are involved in resourcing, whether in house or on the supply side, you won't have failed to have noticed the big shift and conversation around direct resourcing. You will also, I’m sure, have come across many conversations about the candidate experience, or lack of it – see here for a cracking summary on how bad organisations can be in this department from @lisascales of Tribepad
I’m very interested in this subject for a number of reasons and in pursuit of this interest, I set out to find out what was being said by thought leaders with a knowledge greater than I, and also to seek out and find examples of organisations that are addressing this issue head on. Maybe even find some interesting and creative developments in the market that are aiming to dramatically increase the quality of experience for the poor downtrodden candidate.
But, despite my best efforts, the results of my search can only be summed up thus:
This seems odd. As someone who is immersed in social networks, I do hear a lot of feedback, but it struck me that this is mainly candidate’s themselves bemoaning their lot at the hands of recruiters – mainly supply side it has to be said, but there are some truly awful employer side examples. Linked in is also humming right now with such tales, but again, its mainly driven by the candidates themselves. A search on LinkedIn groups for “candidate experience” for example brings up precious few appropriate options.
What I was looking for was more akin to what you might find if you Googled ‘social recruiting’ or something similar - really high quality dialogue between the people responsible for the candidate/employer brand and or those that are proffering solutions. Instead, what you get when you google “candidate experience” pales in comparison. Go on, try it. The results when I tried in June were underwhelming.
There were some positive signs. Gerry Crispin and the guys at CareerXroads seem to be starting a bit of a movement – check out their report. They are also collaborating with a number of others to form the Talent Board, a non profit organisation that is all about championing the development f the (Positive) candidate experience. They have recently announced the Candidate Experience Awards to raise the profile of the issue.
NOTE: Twitter is slightly different although it is only recently that the subject has gained traction here too. I did a search on the term “Candidate Experience” in June and found only a handful of responses. Since then, and having encouraged one of my clients to engage on the subject through hashtags etc, the volume has increased significantly. A search today shows a somewhat more active stream of activity and ...
But all this great stuff is very embryonic, and seems only to be making traction in the US. What about Europe? BP have popped a stake in the ground and appointed aHead of Global Candidate Experience as part of a wider initiative to refocus the resourcing effort. But similar examples are few and far between. Is it so early days that not enough people are taking it seriously and no real solutions to the issues are yet being developed? Or is it just that we don't really give a damn? Perhaps we have yet to wake up to the fact that candidates are customers are employees. They are all the same. In previous years, organisations could keep them nice and separate thank you – “oh no we don't want those guys talking to each other!”.
Thankfully, those lines are now being blurred and an organisation can no longer control (Despite the fact that they think they can) who talks to who about what.
So, come on folks, if you have any insight, opinion or examples of who is doing what, id love to hear about it. Leave a comment here or contact me on twitter at @garelaos.
Also, you might be interested in a group started by some good friends of mine on LinkedIn – Candidate Experience Matters – aimed at those in organisations whose role and responsibility actively encompasses candidate experience. It's only new but pile on in if this subject is of interest to you and lets get the conversation started.