August 12th, 2019 | Sterling

Why your organisation should consider a ‘candidate-centric’ approach to hiring

Why your organisation should consider a candidate-centric approach to hiring

Recently, we’ve been seeing more organisations adopting a ‘candidate-centric’ approach to hiring within the modern recruitment process. Here, businesses are increasingly placing the candidate centrally into the process, with the overall aim of improving the candidate experience and building long-term relationships.

Some of the reasons for this trend are self-evident. Research highlighted by HR Tech Weekly has shown that 63% of job seekers are likely to reject a job offer because of a bad candidate experience. Meanwhile, according to the Human Capital Institute, 72% of candidates that have had a bad experience are likely to share that experience online – which speaks to the power of negative publicity and how this can manifest itself.

Within an increasingly competitive market, this approach flips the more traditional process on its head. Too often, we see so much focus based around what the company wants, and not enough from the perspective of the candidate. Taking somewhat of an empathetic outlook as part of the process can give an organisation a means of differentiating itself from the competition. This may help to attract and retain quality hires, and in turn, empowers candidates by enriching their experience. So, what can your organisation do to adopt this approach?

Adopt a Candidate-Centric Approach from the Start of the Recruitment Journey

To provide your organisation with the best chance of finding the right candidate, you first need to ensure people are actually aware that you’re hiring. Whether this be on the Internet via relevant job boards or across your organisation’s own social media channels, it is important to raise awareness of any open positions.

Within the job advertisements, your organisation should consider shifting focus from what the company wants to emphasise what you think the candidate would like. Drawing attention to why people should want to come to work for you can be an often an overlooked consideration. This is particularly important now more than ever before because as quality candidates have increasingly more employment choices, as noted in a recent article from The Guardian. Your organisation should aim to make this an easier decision for them.

Shout About Your Benefits

Shining a light on your company incentives is a great way of attracting candidates. This may include discounts on a wide array of products and services, the opportunity to travel and even the provision of company devices. The latter may be an attractive proposition for millennials in particular as evidenced in KPMG’s report “Meet the Millennials”, which states that this generation has “been shaped by the technology revolution that saw computers, tablets and the web become central to work and life”. Social events are also a great promotional tool, as all-work-and-no-play can make business an uninspiring place. Mentioning company events may give candidates an idea of what to expect in terms of bonding opportunities with their teams, and is likely to encourage more productive and healthy working environments.

Convey Your Company Culture

While company benefits are a significant pull, it’s even more important to convey your company’s great culture. You’ll want to attract a candidate that can resonate with the culture and uphold company values. The leadership guru Simon Sinek sums up why this is so important by stating in a TEDEd video, “People don’t buy what you do, they buy why you do it.” This suggests that the key motivator for most is the overarching mission and vision of the organisation, in contrast to just the products and services it sells. To place the candidate within the context of the organisation, you may want to point out how they align with the overall vision, and highlight the impact that they can make.

Flexibility and Communication Are Key

When arranging the chance to meet a candidate for an interview, consider when might be best for the them. They may require time off and, in a world where impressions are everything, the candidate may be more attracted to a company that is more flexible and accommodating. If the individual is unable to make it in person, consider a phone or Skype call, although if an activity is involved, ensure you prepare the candidate beforehand. A condensed one-stage interview with all decision makers present may be the preferable option.

Organisations should ensure they keep the candidate in the loop throughout the process, as Career Builder research reveals that 43% of candidates have higher expectations for how they will be treated by an employer. Your organisation may not be the only company interested in the candidate, and hesitation or poor communication may result in the candidate joining a competitor.

Streamline the Process

Further, says Job Vite research, 60% of candidates abandon complicated online applications. Your organisation may wish to consider streamlining this process. Many companies have begun removing the outdated request for a CV, instead opting for interactive activities, video submissions and games. This gives the hiring organisation real insight into the candidate’s skills rather than claims on paper – after all, 53% of resumes and job applications contain falsifications as noted in our 2019 ” Sterling Background Screening in the UK” report. It is important to note however, that the ‘perfect’ candidate may not exist. Your organisation should state the skills that are essential, but also consider the skills that you can invest and develop in an individual.

Lastly, a hiring organisation can aim to streamline the onboarding process by partnering with a trusted screening provider. This can help ensure the candidate is kept up-to-date and informed ahead of their first day on the job, and as a result, can improve the efficiency of the onboarding process. Research has shown that a more efficient process is able to achieve a 91% new employee retention rate, as noted in our “Power Through Onboarding Basics” blog.

Do you have questions, or would like us to help improve your organisations onboarding experience? We’d love to hear from you, contact us today.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.