As a talent acquisition specialist, planning is everything. It takes time to identify the best hire sources, curate a candidate pipeline, and define unique recruitment campaigns for each role. Every step of your recruitment strategy involves crunching numbers, measuring success, and tweaking tiny elements until you hit (or exceed) your target ROI. Were it not for your “meticulous to the point of obsessive” process, you might miss the mark on everything from employer branding to candidate quality and have nothing to show for your hiring managers, your executive team, and your board of directors.
We’d like to interrupt your day-to-day mania for a quick time out. Take a deep breath and move your mind away from the spreadsheets and cost-per-hire calculators. While it may be true that strategic planning pays dividends for the recruitment long game, it’s also valuable to take a closer look at a few trees inside that forest from time to time. Chances are, there are a few recruitment “quick wins” you’re overlooking as you focus on the bigger picture. Below, we’ve outlined two incredibly easy ways to instantly improve your candidate experience at your company. No paperwork, spreadsheets, or data analysis requirement. (And as an added bonus: They only take five minutes to implement.)
1.) Color-coordinate candidate nametags.
If your office is anything like ours, you have every visitor check in at the reception desk. Whether you have a fancy iPad sign-in system or a good, old fashioned, “Hello my name is…” sticker, give candidates a different color than you give guests who are coming by for lunch, meetings, or other appointments. Then, tell your company that anyone in the office with a yellow nametag is a candidate and if they happen to see someone wearing one, it might be nice to flash them a smile and wish them good luck during the interview. That’s it. This one simple gesture might make a massive difference in a candidate’s first impression about the people they could work alongside one day.
2.) After interviewing, ask candidates how you did.
You run exit interviews for employees who leave the company, so why not do the same with candidates? Good or bad interview aside, that individual has some fantastic feedback for you that you can’t get from anyone else at the company. If you wait until they are hired, they’ll be biased. If you wait to ask after they are rejected, they’ll be sad. Instead, on your parting glance, pull the candidate aside and ask them point-blank, “How did we do? Was there any point during your day today when you felt uncomfortable? Is there anything we could do better?” Be sure to mention that their response will have zero bearing on the final outcome and take any feedback you get with a smile and a warm thank you. Oh, and don’t forget to actually follow-up on any troubling remarks.
Simple, right? Planning may be a crucial element of a strong recruitment practice, but don’t forget to take the time to look around your company with a pair of fresh eyes every once in a while. You may find that some of the simplest, easiest fixes aren’t ones that need entire committees to put in place. They may just take five minutes of your attention.