I'm not exactly a newbie to RecruitingBlogs, rather I've been a passive “lurker” for some time. Thanks to some of the more regular contributors on the site and their almost startling openness, something has awoken in me that wants to get more involved, to let my voice be heard. I don't imagine I'm the only one who has wondered just how to go about "putting themselves out there" and what it truly means to do so. I’m very glad to have a forum such as this to learn so much from.
So in the spirit of transparency, I thought I would expand upon some of my more anonymous “wordpress” blog rants on to RBC.
Right now I’m focusing heavily on talent development and improvement of the candidate experience in my recruiting. I’ve found that right now, while hiring is slow, is the perfect time to be creating a stronger value proposition and focus on the way that my company goes about recruiting and on boarding new employees (oh yeah, and don’t forget building upon my own personal brand!). One of the things that I love about the Corporate Recruiting hat after having worn the agency hat is the ability to have an impact more directly on the way candidates view this process, nothing floats my boat like a new hire raving about how great the interview and hiring experience was for them. I’ve even been lucky enough to get rave reviews from people who didn’t get the job – that’s enough to make you blush!
I suppose I’ve got some tricks up my sleeve in regards to candidate experience, and I’ll be discussing them here on my blog in my upcoming posts, but am far from an expert in the area. I would love to hear if anyone would like to share what they are doing that is simply mindblowing or maybe just mindblowingly simple
to create an outstanding candidate experience.
I’m a “blue” personality
- so leave me a comment so that I feel like someone is listening! ;)