Felicia Fleitman's Posts - RecruitingBlogs2024-03-29T14:19:18ZFelicia Fleitmanhttps://recruitingblogs.com/profile/FeliciaFleitmanhttps://storage.ning.com/topology/rest/1.0/file/get/1527026310?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=2cbu94wpogfet&xn_auth=noHow Employers Sabotage Themselves -The Selection Phase (Part 3 of 3)tag:recruitingblogs.com,2017-10-30:502551:BlogPost:20461232017-10-30T18:24:23.000ZFelicia Fleitmanhttps://recruitingblogs.com/profile/FeliciaFleitman
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Selection Phase</u></b></p>
<p align="center"><i>(Part 3 of 3)</i></p>
<p align="center"><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557624120?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557624120?profile=RESIZE_1024x1024" width="500"></img></a></i></p>
<p align="center"></p>
<p><a href="http://www.thetalentboard.org/">The Talent Board</a> (the non-profit organization focused on the elevation and promotion of a quality candidate…</p>
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Selection Phase</u></b></p>
<p align="center"><i>(Part 3 of 3)</i></p>
<p align="center"><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557624120?profile=original" target="_self"><img width="500" src="http://storage.ning.com/topology/rest/1.0/file/get/1557624120?profile=RESIZE_1024x1024" width="500" class="align-center"/></a></i></p>
<p align="center"></p>
<p><a href="http://www.thetalentboard.org/">The Talent Board</a> (the non-profit organization focused on the elevation and promotion of a quality candidate experience) and Maury Hanigan, CEO of <a href="http://www.sparcstart.com/">SparcStart</a>, joined forces for a recent webinar for Recruiters, HR Professionals, and Hiring Managers focused on what employers are doing right – and wrong – in the hiring process. While you can click <a href="http://www.thetalentboard.org/webinar/sparc-webinar-best-candidates-walk-away/">HERE</a> to watch the whole thing (30 min), we’ve compiled the highlights and best practices in to a 3-part series that examines each phase of the hiring process – Attraction, Application, and Selection. In Part 3, we will examine the selection phase of hiring. </p>
<p>Missed Parts 1 and 2? </p>
<ul>
<li>Part 1 -the Attraction Phase – click <a href="http://www.recruitingblogs.com/profiles/blogs/how-employers-sabotage-themselves-1">HERE</a></li>
<li>Part 2 – the Application Phase – click <a href="http://www.recruitingblogs.com/profiles/blogs/how-employers-sabotage-themselves-part-2">HERE</a></li>
</ul>
<p><b><u>The Selection Phase:</u></b></p>
<p>So now that you’ve decided to consider a candidate for the position, this is the time to put your best foot forward as the employer. Though the candidate still needs to do well in the interview, this is someone you may want to extend an offer to, so the time to provide the best Candidate Experience is now. </p>
<p>Starting with a phone interview? Instead of just sending the candidate the date/ time, work within their schedule, and then send a calendar invitation with interviewer details and instructions on who is initiating the call. And then be on time, and be respectful of the candidate’s time. I once worked with a large banking client who made the candidate sign-on to the video conference 30 minutes prior to the interview beginning, just so they could ensure the tech worked prior to the Hiring Manager joining. While I applaud the efforts to trouble-shoot tech, to make a candidate block out that amount of time was a major turn-off to many candidates.</p>
<p>Additionally, less than 40% of candidates surveyed were provided an agenda/ interviewer names prior to their interviews. When I’m interviewing a candidate, I want to be asked relevant questions based on their research of the company and my role/ how we’d be working together. And when a candidate asks me questions that they only would have learned from google/ LinkedIn on my background, it’s clear they’ve done their homework, which translates to gauging their level of interest/ enthusiasm in the position. Hiring Managers want candidates who are prepared, and candidates want to be prepared, for interviews. Anything short of that is a waste of time for all sides.</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557624293?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557624293?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p><em>2016 Talent Board North American Candidate Research Report </em></p>
<p></p>
<p>Delta has a video that send to candidates after an interview has been scheduled to walk them through the process/ set expectations. No budget for that? Consider recording your own fast-video (through <a href="http://www.sparcstart.com/">Sparc</a> or the like) along with an email to the candidate with the following info:</p>
<ul>
<li>Office location + google map (especially important if you are in a major metropolitan area like NY, where cross-streets rule and no one knows actual addresses)</li>
<li>Line-up of interviewers with LinkedIn profile links or links to company bios, along with expected time with each interviewer</li>
<li>Start time and expectation of departure</li>
</ul>
<p>Candidates noted the following gestures made a big difference in their experience:</p>
<ul>
<li>Office tour</li>
<li>Being escorted from office to office (as opposed to being based in 1 conference room)</li>
<li>Some type of feedback at the end of the interview day</li>
</ul>
<p>Also, if you are providing expense reimbursement for the interviews, make the process as easy as possible for candidates. For example, Comcast has a concierge desk specifically for candidate travel questions. No budget for that? Consider creating a relationship with an external travel agent who will do the reservations on candidate’s behalf and submit reports to you. At one of my former companies, we had one travel agent that we worked with exclusively – we introduced candidates to them via email, and the travel agent booked their travel using the Firm’s credit card and booking them at a firm-approved hotel. There was a set amount on airline travel that the agency could book up to; anything additional required approval from the recruiting department. This offered our cash-strapped law students an alternative to laying out their travel expenses on their credit cards.</p>
<p>While ensuring the candidate has the proper information to be prepared for the interview, it’s what happens during the interview that matters most. Of the candidates surveyed, less than 50% reported that interview questions were appropriate to assess their skills as it relates to the position, that HR/ recruiting understood the position the candidate was interviewing for, and that hiring managers had a strong grasp on the recruitment process and other basic questions a candidate may have while considering a job at that company.</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557624611?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557624611?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></p>
<p><em>2016 Talent Board North American Candidate Research Report </em></p>
<p></p>
<p>If you have the budget, consider bringing in an interview trainer to develop a customized interview model and train your interviews. No budget for that? Consider these tactics:</p>
<ul>
<li><b><i>Work with the direct hiring manager to understand the core competencies</i></b>, and then assign each interviewer to dig in to each competency. This way, the candidate is not being asked the same questions, while other aspects of the role are completely missed</li>
<li><b><i>Create an Interview Tip Sheet that sits on your Interviewers’ desks</i></b> and provides answers to candidate FAQs related to the process/ working at the company (investment in training/ professional development, community involvement, etc.). At one of my former jobs, we designed the sheet to be taped to the side of the Hiring Manager’s monitor, and printed it on a heavy cardstock we had left over from another event. </li>
<li><b><i>Shadow the department for a few hours</i></b>, and take a tour of their workspace. Get to know the team’s recent wins, why this position is so vital, and what the department culture is. Not only will this help in your recruitment/ screening efforts, but when a candidate asks you about company culture (perhaps how family-friendly your company is), you can respond with specific examples of folks on their team and how they make it work.</li>
</ul>
<p>So now you’ve spent a lot of time and money considering the candidate, going through the interview process, discussing them during hiring committee meetings, etc. – now it’s time to wait, and wait, and wait. <em><br/></em></p>
<p><em><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557624718?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557624718?profile=RESIZE_1024x1024" width="750" class="align-full"/></a></em></p>
<p></p>
<p><em>2016 Talent Board North American Candidate Research Report </em></p>
<p></p>
<p>Over 50% of respondents said they had no feedback after an interview, and 43% reported some feedback. While it is understandable that many companies don’t provide detailed feedback due to legalities, work with your legal team to understand what can/ cannot be shared. Even telling the candidate something like “you did great during the interview, but we had another candidate that was a stronger fit” at least gives the candidate some sort of closure. And by having a talent community where the candidate can stay engaged and apply to future roles leaves them departing the process positive that there may be other opportunities in the future. At one of my former companies, everyone was told on the 1st day that there were only two things that could get you fired: being late, and emailing a candidate to reject them. Now that 2nd part is generational – for example many millennials and Gen Z’ers that I’ve spoken with have said if its bad news, they prefer an email over a call. If your department does decide emails are suitable for rejections post-interview, consider personalizing the email to individual candidates in some way. There is nothing worse than taking a full day to interview at a company, plus investing hours to prepare and write thank you notes, just to get a form rejection letter.</p>
<p><b><u>When Candidates Withdraw</u></b></p>
<p>It is a complete waste of time and energy when a candidate you are really excited about withdraws from the process or declines an offer. Here are common reasons why candidates withdraw from the process:</p>
<ul>
<li><b><i>Disrespected time</i></b> – a candidate feels like the interview was a complete waste of time – interviewers were no-shows or hadn’t looked at the resume; no response to thank you notes; etc.</li>
<li><b><i>Overall length of time</i></b> – you took too long to respond, either to grant an interview, or to respond after an interview. </li>
<li><b><i>Took another job</i></b> – unless the other job was their absolute dream job, what this means is the other company provided a better Candidate Experience, and made them feel more valued, than you did.</li>
<li><b><i>Poor rapport</i></b> – This directly relates to Candidate Experience – no connection with hiring managers = not feeling valued/ engaged</li>
<li><b><i>Company culture not a fit</i></b> - The company culture the candidate was exposed to relates directly to the Candidate Experience. Though it is possible the candidate wasn’t in to the open office environment or the inability to bring their dog to work, more likely it has to do with how they were treated during the interview process.</li>
</ul>
<p> </p>
<p><b><u>Top 3 (and free) Ways to Fix your Candidate Experience</u></b></p>
<ol>
<li>Create an interview process email template that sets candidate expectations. Leave room to include the itinerary/ interviewer lineup.</li>
<li>Ensure your interviewers have a plan to try and eliminate duplicate or irrelevant questions.</li>
<li>Provide timely feedback. Even if the feedback is “we need another week to make a decision,” any proactive communication from you to the candidate will be appreciated.</li>
</ol>
<p> </p>
<p> <i>Felicia Fleitman is the Founder of Savvy Hires, a workforce development & onboarding firm specializing in Intern & Apprentice Programs. Check us out at <a href="http://www.savvyhires.com">www.savvyhires.com</a>.</i></p>How Employers Sabotage Themselves - Part 2tag:recruitingblogs.com,2017-09-28:502551:BlogPost:20425072017-09-28T22:00:00.000ZFelicia Fleitmanhttps://recruitingblogs.com/profile/FeliciaFleitman
<p></p>
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Application Phase</u></b></p>
<p align="center" style="text-align: center;"><i>(Part 2 of 3)</i></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557626061?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557626061?profile=RESIZE_320x320" width="200"></img></a></p>
<p></p>
<p></p>
<p><a href="http://www.thetalentboard.org/">The Talent Board</a> (the non-profit organization focused on the elevation and promotion of a…</p>
<p></p>
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Application Phase</u></b></p>
<p align="center" style="text-align: center;"><i>(Part 2 of 3)</i></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557626061?profile=original" target="_self"><img width="200" src="http://storage.ning.com/topology/rest/1.0/file/get/1557626061?profile=RESIZE_320x320" width="200" class="align-center"/></a></p>
<p></p>
<p></p>
<p><a href="http://www.thetalentboard.org/">The Talent Board</a> (the non-profit organization focused on the elevation and promotion of a quality candidate experience) and Maury Hanigan, CEO of <a href="http://www.sparcstart.com/">SparcStart</a>, joined forces for a recent webinar for Recruiters, HR Professionals, and Hiring Managers focused on what employers are doing right – and wrong – in the hiring process. While you can click <a href="http://www.thetalentboard.org/webinar/sparc-webinar-best-candidates-walk-away/">HERE</a> to watch the whole thing (30 min), we’ve compiled the highlights and best practices in to a 3-part series that examines each phase of the hiring process – Attraction, Application, and Selection. In Part 2, we will examine the application phase of hiring. </p>
<p>Missed Part 1; the Attraction Phase? Check it out <a href="http://www.recruitingblogs.com/profiles/blogs/how-employers-sabotage-themselves-1">HERE</a>.</p>
<p><span style="text-decoration: underline;"><strong>THE APPLICATION PHASE-</strong></span></p>
<p>There is an awesome burger joint in NYC, <a href="https://www.shakeshack.com/">Shake Shack</a>. Before their recent expansion, they had only 1 location in Madison Park. And lines were long. Like, 2 hours long. And while our meal was worth the wait during a beautiful, lazy afternoon, the worst part was not knowing how much longer the wait would be. And I can’t imagine the mutiny that would occur if we finally got to the front of the line, and they were sold out of what we wanted.</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557626153?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557626153?profile=original" width="360" class="align-full"/></a></p>
<p></p>
<p>Yet this experience is something that candidates face every day, and it’s happening on your watch. The dreaded application process. Long, tedious, and with no indication on how long it will take or if the candidate will even get an interview, the application is arguably the most dreaded part of the process. But it doesn’t have to be. </p>
<p>In a recent Talent Board survey, candidates noted that managing their expectations on how long the application takes to complete is very important. There is nothing that frustrates a candidate more than answering question after question wondering when it’s going to be over. This also contributes to candidates’ likelihood of starting, but not completing an application. Some argue that a lengthy application is meant to screen the candidates out who are just applying to apply vs the ones who really want the job. But don’t you want to be the one to decide who remains in the process instead of the candidate? That is an easy way to lose high quality candidates who are having a better Candidate Experience elsewhere.</p>
<p>According to Talent Board respondents, 39% of candidates reported that they’ve worked on online applications where they have no idea what is coming or how much longer the application will be.</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557626276?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557626276?profile=original" width="626" class="align-full"/></a></p>
<p></p>
<p>An easy way to fix this is to include a progress bar in your application form. An even easier (and free) way is to post the application process on your website. An awesome example of a company being transparent about their application/ hiring process is <a href="http://www.ccorpcareers.com/hiring-process/" target="_blank">Cumming.</a> They <b>provide candidates on an overview of Applicant Flow (complete with screenshots of their ATS), live chat function, as well as terminology and FAQs. </b></p>
<p></p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629450?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629450?profile=original" width="681" class="align-full"/></a></b></p>
<p></p>
<p></p>
<p>In addition to telling candidates how long an application process will take, really think about what you are requiring during the initial application, and is that information really necessary. According to Talent Board respondents, almost 75% of candidates reported that completing a job application took longer than 15 minutes. My question – WHY??? Especially since most candidates’ perception of applications is they go in to a black hole of no response, <b>why do we need this much information from candidates just to not consider them for a job?</b></p>
<p></p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629707?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629707?profile=original" width="612" class="align-full"/></a></b></p>
<p></p>
<p align="center"><b><u>3 Ways to Create a Better Application Process</u></b></p>
<p align="center">1. An easy, and free way to fix this is to try it yourself. Seriously. Go ahead and apply to one of your jobs yourself. While you are doing that, note every field that you are answering that is:</p>
<ul>
<li>Not used/ recorded/ evaluated, ever</li>
<li>Not needed to determine if that candidate should be granted a screening interview</li>
</ul>
<p>After you’ve done that, if there is not a legal reason it’s required, remove it from your standard application template.</p>
<p>2. Indicate on the Job Description, or on the top of the application, how long it will take to complete. Incorporating a progress bar, or a “you are almost there!” pop-up in-between screens may help, too.</p>
<p>3. Consider creating a section on your careers page that walks candidates through the application, interview, and hiring process. Candidates appreciate clear communication and when their expectations are set.</p>
<p> </p>
<p><i>Felicia Fleitman is the Founder of Savvy Hires, a workforce development & onboarding firm specializing in Intern & Apprentice Programs. Check us out at <a href="https://www.savvyhires.com/" target="_blank">www.savvyhires.com</a>.</i></p>
<p><b><a href="http://undefined" target="_blank"><img src="undefined" class="align-full"/></a></b></p>How Employers Sabotage Themselves -1tag:recruitingblogs.com,2017-09-18:502551:BlogPost:20411332017-09-18T14:00:00.000ZFelicia Fleitmanhttps://recruitingblogs.com/profile/FeliciaFleitman
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Attraction Phase</u></b></p>
<p align="center"><i>(Part 1 of 3)</i></p>
<p align="center"><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557628766?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557628766?profile=original" width="259"></img></a></i></p>
<p>The Talent Board ( the non-profit organization focused on the elevation and promotion of a quality candidate experience) and Maury Hanigan, CEO of SparcStart, joined forces for a…</p>
<p align="center"><b><u>How Employers Sabotage Themselves</u></b></p>
<p align="center"><b><u>The Attraction Phase</u></b></p>
<p align="center"><i>(Part 1 of 3)</i></p>
<p align="center"><i><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557628766?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557628766?profile=original" width="259" class="align-full"/></a></i></p>
<p>The Talent Board ( the non-profit organization focused on the elevation and promotion of a quality candidate experience) and Maury Hanigan, CEO of SparcStart, joined forces for a recent webinar for Recruiters, HR Professionals, and Hiring Managers focused on what employers are doing right – and wrong – in the hiring process. While you can click <a href="http://www.thetalentboard.org/webinar/sparc-webinar-best-candidates-walk-away/">HERE</a> to watch the whole thing (30 min), we’ve compiled the highlights and best practices in to a 3-part series that examines each phase of the hiring process – Attraction, Application, and Selection. In Part 1, we will examine the attraction phase of hiring - how you get candidates to apply for jobs. This includes job postings, social media engagement, and your company’s career page.</p>
<p>The recruitment process is long and challenging, and on both sides of the process, there is frustration. Especially for candidates. And as we all know, there is little time in the day to respond to every candidate, especially the ones who are “not the right fit” for your organization or open position. But remember, though that candidate is not “right” - their best friend, or child, or significant other may be, or they may be your future consumer. </p>
<p>Ever have a friend tell you about a terrible experience at a restaurant? I’m willing to bet you didn’t turn around and make a reservation there for next Saturday night. <b>Your company’s candidate experience directly relates to your bottom line.</b> And if you are providing a poor experience, that results in a loss of customers and future candidates. In fact, according to Talent Board’s research, 66% of candidates will share a negative experience with their network. </p>
<p> </p>
<p><b><i> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629051?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629051?profile=original" width="609" class="align-full"/></a></i></b></p>
<p align="center"><b><u>Job Information Candidates Desire</u></b></p>
<p>Remember that a job description is an actual description of the job, not just bullets of required skills and preferred skills. Further excite the candidates by providing the information they want to know<b>.</b> According to Talent Board’s recent survey, this includes salary range/ compensation structure, as well as what the target candidate profile looks like, and the career path for this type of role (imperative for entry-level positions). </p>
<p> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629254?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629254?profile=original" width="539" class="align-full"/></a><b><u><br/></u></b></p>
<p align="center"><b><u>Company Information Candidates Desire</u></b></p>
<p>Now that you have candidates’ attention and they are intrigued by the job, get them excited about your company. Ever thought about the information candidates actually want to know while they are deciding whether or not to apply? According to Talent Board’s survey, candidates were more likely to apply for a position if Company Values were communicated in the initial job posting or outreach. Having them posted on your career site is not enough - you need to get that candidate to visit your site. And the easiest way to do that is to <b>articulate the information candidates actually want in your proactive marketing outreach</b>.</p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629366?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629366?profile=original" width="555" class="align-full"/></a></p>
<p>Check out this <a href="http://www.sparcstart.com/job/76">GREAT EXAMPLE</a> of a company doing attraction right. Not only do they have a very cool, <b>tech-forward video job description, but they articulate the top 3 reasons to apply,</b> include a note (actual prose) on the job itself, and allow candidates that aren’t interested in this position but nay be interested in others to stay in touch by joining their talent community.</p>
<p> </p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557629487?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557629487?profile=original" width="512" class="align-full"/></a></p>
<p><b><u> </u></b></p>
<p align="center"><b><u>3 Ways to Create a More Effective Job Posting:</u></b></p>
<ol>
<li>Have an intriguing first sentence that draws the reader in, and then follow that with information on why the job is great. This is not the time to list company benefits; instead, focus on something that will intrigue candidates – it could be meaningful projects the candidate will be able to work on, or what they will learn. For example, a company that sells light bulbs started their Marketing Intern Job Description with “We are looking for the innovator in you to join our team as a Social Media Intern for the Summer.” When they added “So, start thinking. How would you sell a light bulb?” they immediately saw an uptick in applications. It intrigued the reader.</li>
<li>Consider highlighting “Top 3 Reasons to Apply” or “3 Reasons Why Our Employees Like It Here.” Something to draw the reader in and make them want to visit your company page. Remember the job description is a marketing document.</li>
<li>Rely on the data from Talent Board and your internal surveys. Include information in the initial outreach that tells the candidate what they want to know. And consider your Call to Action – is it to get them to visit your company page, attend a campus info session, or apply directly? Ensure your job description leads the candidate to the action you want them to take next.</li>
</ol>
<p> </p>
<p><i>Felicia Fleitman is the Founder of Savvy Hires, a workforce development & on-boarding firm specializing in Intern & Apprentice Programs. Check us out at <a href="http://www.savvyhires.com">www.savvyhires.com</a>.</i></p>