As we all – hopefully – agree by now, employer brands and talent communities don’t exist and the beginning, end and rebirth of engagement is defined by the candidate.
Now that we have clarified this, let’s look at candidate experience. It is absolutely essential that we continue to focus on making candidate experience better and better. Ideally, job hunting should be a happy, exciting time. Unfortunately for most people it isn’t.
Our research shows that job hunting is frustrating, lonely, confidence zapping. That makes sense, doesn’t it, especially in times when people have to find a new job and know that it is essential for paying bills. So most people are always in a negative mindset when job hunting. So let’s be careful when we compare this with the experience consumers have when buying an iPhone, or a lovely holiday. But nevertheless let’s make sure we thrive to making the experience as good as it can be in often trying times and difficult circumstances.
To achieve this, we have to look at what candidates want. Do they want engagement? No! Do they want quirky emails and video content about a company? No! Do they want to be sold to? No! Do they want a job? Yes! Do they want a relevant and realistic selection, matching their needs and desires? Yes! Do they want to be told as swiftly and quickly as possible if they have reached the next stage or not? Yes! Do they want to be treated like adults by other adults? Yes! So let’s focus on this.
Let’s remember that positive candidate (and consumer) experience is achieved by following the old mantra of “solve my problems AND make me feel good”. There’s a good reason why it is in this sequence: If the problem isn’t solved, all the good feeling in the world is not sustainable. Let’s focus and improve what candidates really want and let’s treat them with the respect they deserve and that we demand for ourselves.
Now that we have clarified this, let’s have a look at the death of the CV…