Top Challenges in Background Screening Webinar 4/25/19

5 Challenges in Recruiting and Interviewing Webinar 3/6/19

flsa workshop main v2

Your marketing plan may be strong, but is your employee engagement level hurting the health of your organization?  This month’s newsletter helps you identify the signs of employee engagement issues.  Also, two great reading recommendations to chose from for our next book club!  Read more…… May newsletter

John interviewed with CEN Company 4 weeks ago and has never heard back from the recruiter.  He’s left several messages and emails, but has not received any response.

What could CEN have done to avoid this outcome?

• Implement a candidate experience survey that provides an opportunity for a candidate to share this type of feedback. This allows you to identify issues with your process or staff that could be leading to the “black hole” referenced by candidates.
• Set an expectation with recruiters and managers that all candidates will hear some response within 3 days of an interview. Even if that response consists of “we will call you in 3 days”, it’s better than no response at all.  Create tracking reports that allow you to identify situations where the expectation is not met.

Share your companies best practice for avoiding this outcome.

Share your candidate experience story for a future edition of Chronicles of a Candidate.

Colleen is a veteran of the Army and his transitioning to her first role outside of the military.  She is currently based 3 hours outside of St. Louis and hopes to move there when she retires from the military in September.  She applied to CEN for a position that is a great fit for her experience as an IT Technician in the military.  CEN called her and asked that she come in for an interview two days later.  Colleen explained that as an out-of-town candidate she was unable to schedule an interview in St. Louis on such short notice.  CEN told her that if she could not get in for an interview in the next two days she would no longer be in consideration for the role.

What could CEN have done to avoid this outcome?

Today’s technology options make is much easier to provide out-of-town candidates with a great candidate experience.  To maximize this option:

• Implement a vendor solution that allows you to interview via phone or video.
• Train interviewers to conduct phone or video interviews.
• Create an interview plan that allows a minimum of a one-week timeframe for candidates to make schedule adjustments and travel plans

Share your companies best practice for avoiding this outcome.

 

Share your candidate experience story for use in a future edition of Chronicles of a Candidate.

Sally applied for a customer service position with CEN company and went for her interview with the hiring manager.  During the interview, the manager started the conversation by discussing a recent trip he took.  They had a great conversation about various places they had traveled, but 30 minutes into the interview they had not discussed Sally’s experience for the role.  The manager had another meeting, so stopped the interview at exactly one hour – leaving them with very little time to get to any relevant questions.

What could CEN have done to avoid this outcome?

• Train hiring managers on interview skills, including the key components of a positive candidate experience.
• Leverage experienced and well-trained interviewers on a consistent basis. Creating a positive candidate experience is a skill and a passion.  If an interviewer is lacking in either area, you should consider removing them from the interview process.
• Provide interviewers with a clear outline of the skills and competencies they are looking for in the interview. If a manager knows they need to report out on 4-5 key areas, they are more likely to keep the interview on track.

Share your companies best practice for avoiding this outcome.

Share your candidate experience story for use in a future edition of Chronicles of a Candidate.