Comments - The Candidate's Experience: Is it just Smoke and Mirrors? - RecruitingBlogs2024-03-29T12:51:01Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1075114&xn_auth=noAs long as I treat my candida…tag:recruitingblogs.com,2010-09-15:502551:Comment:10796512010-09-15T19:51:14.978ZBill Wardhttps://recruitingblogs.com/profile/BillWard92
As long as I treat my candidates with respect and give them the opportunity to present their background so I can make an unbiased decision in terms of their candidacy along with honest...sometimes brutal feedback...that's all I owe them. In most cases, that's all an experienced, solid executive wants and expects. They don't need some recruiter blowing smoke up their a$$ telling them how great they are. The only people that get emotional about interviews are people that are in financial crisis…
As long as I treat my candidates with respect and give them the opportunity to present their background so I can make an unbiased decision in terms of their candidacy along with honest...sometimes brutal feedback...that's all I owe them. In most cases, that's all an experienced, solid executive wants and expects. They don't need some recruiter blowing smoke up their a$$ telling them how great they are. The only people that get emotional about interviews are people that are in financial crisis or therapy.<br />
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Candidates are hoping that companies will respond in real time with a defined process that is geared towards making a decision quickly and without excessive formality. Sounds easy, but not many have got it right so far. Yes Karen ... But that is an…tag:recruitingblogs.com,2010-09-14:502551:Comment:10775612010-09-14T00:18:31.183ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Yes Karen ... But that is an end result ... a) If the Candidate gets hired ... b) If the candidate does not get hired ... We still need to assume he/her was treated fairly through the life cycle of the process. To Gerry's point all we can hope for is that the Recruiter and the players in the process of Recruitment extend common " basic courtesies" it should be a given, not a promise for those of us who rely on our reputations in the market place... We can't control a candidate's emotion about…
Yes Karen ... But that is an end result ... a) If the Candidate gets hired ... b) If the candidate does not get hired ... We still need to assume he/her was treated fairly through the life cycle of the process. To Gerry's point all we can hope for is that the Recruiter and the players in the process of Recruitment extend common " basic courtesies" it should be a given, not a promise for those of us who rely on our reputations in the market place... We can't control a candidate's emotion about the process in the end ... A good Recruiter should be able to call that candidate rejected or hired 3,6, 12 months down the road ... What about the candidate who…tag:recruitingblogs.com,2010-09-13:502551:Comment:10775082010-09-13T21:16:41.795ZKaren Franklinhttps://recruitingblogs.com/profile/KarenFranklin
What about the candidate who becomes an employee? Doesn't their hiring experience reflect the real culture of the company? And doesn't that culture dictate how interested parties, inside or outside the company, are to be treated? I agree with the notion that how a rejected candidate feels about the hiring process or what h/she does with those feelings is ultimately of little consequence. However, if the goal of every hiring company is to bring on board the best employees who exit the starting…
What about the candidate who becomes an employee? Doesn't their hiring experience reflect the real culture of the company? And doesn't that culture dictate how interested parties, inside or outside the company, are to be treated? I agree with the notion that how a rejected candidate feels about the hiring process or what h/she does with those feelings is ultimately of little consequence. However, if the goal of every hiring company is to bring on board the best employees who exit the starting gate with a strong sense of partnership and company loyalty, then it's in their best interest to treat all candidates using the simple principle of the golden rule. And if you don't know what that is, ask any 1st grader. Steve, assume you are now loo…tag:recruitingblogs.com,2010-09-13:502551:Comment:10775072010-09-13T21:12:40.532ZGerry Crispinhttps://recruitingblogs.com/profile/GerryCrispin
Steve, assume you are now looking at the candidate as date rather than customer but not going further as you just know too much. I'll buy you a latte at Starbucks next time in town and we can hash out how a recruiter is like bigamist.<br />
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In any case. Love the comments. Great food for thought. The candidate experience as means to an end is not a universally accepted notion beyond providing a common 'professional' courtesy ( what ever that means). I wonder if there is any basic 'courtesies' you…
Steve, assume you are now looking at the candidate as date rather than customer but not going further as you just know too much. I'll buy you a latte at Starbucks next time in town and we can hash out how a recruiter is like bigamist.<br />
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In any case. Love the comments. Great food for thought. The candidate experience as means to an end is not a universally accepted notion beyond providing a common 'professional' courtesy ( what ever that means). I wonder if there is any basic 'courtesies' you require of or are prepared to promise All candidate, some candidates, no candidate? This is right up there with,…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772972010-09-13T17:24:12.649ZSandra McCartthttps://recruitingblogs.com/profile/SandraMcCartt
This is right up there with, "I have a lousy boss, i am going to quit and everybody in my department is going to leave too, they said they would." So John quits expecting to have all his buddies walk out too.<br />
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They don't.<br />
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People bitch when they don't get a job. How many times have you called a candidate who interviewed for one job with a company to let them know that the company wants to speak with them about another position only to have them say, "Oh no, i had such a bad experience when i…
This is right up there with, "I have a lousy boss, i am going to quit and everybody in my department is going to leave too, they said they would." So John quits expecting to have all his buddies walk out too.<br />
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They don't.<br />
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People bitch when they don't get a job. How many times have you called a candidate who interviewed for one job with a company to let them know that the company wants to speak with them about another position only to have them say, "Oh no, i had such a bad experience when i interviewed before i don't want to interview for another position."<br />
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I have never had a candidate turn down a second opportunity to interview for another job unless they had found a new position and were happy with it.<br />
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The candidate experience in my opinion, is to get yourself there, interview as well as possible and hope like hell you get an offer if you want the job. If a company wants someone, the experience is always good. If they don't it's going to be a bad experience in the eyes of the candidate. And how many times do we hear, "I really liked the company, if something else comes up with them please call me".<br />
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I agree with Jerry and Paul. In the real world it's not Disney. It boils down to who signs the front of the check and who signs the back not who pours tea and serves cookies to candidates they don't want to hire. Candidates are setting a land speed record applying for jobs they don't come close to fitting then talking about how they were "perfect" for the job and bitching about the company. Does it matter? In my experience, not much. Never has and never will no matter what the market is from what i have seen. Imagine if Gerry hadn't been…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772942010-09-13T17:17:01.968ZSteve Levyhttps://recruitingblogs.com/profile/Dieselevy
Imagine if Gerry hadn't been married in that little chapel in a hospital 39 or so years ago to a lovely woman named Diane...imagine if instead that this charming, influential business man finally decided to meet the woman of his dreams and recruiting conferences simply weren't providing enough fodder for this fellow...imagine instead that Gerry placed his profile up on <a href="http://www.plentyoffish.com" target="_blank">www.plentyoffish.com</a> ("Jerry Garcia look-a-like, globetrotting and…
Imagine if Gerry hadn't been married in that little chapel in a hospital 39 or so years ago to a lovely woman named Diane...imagine if instead that this charming, influential business man finally decided to meet the woman of his dreams and recruiting conferences simply weren't providing enough fodder for this fellow...imagine instead that Gerry placed his profile up on <a href="http://www.plentyoffish.com" target="_blank">www.plentyoffish.com</a> ("Jerry Garcia look-a-like, globetrotting and influential, great sense of humor seeks jocular woman to build recruiting strategies together").<br />
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With all the competition out there for women like this, are you sure that candidate experience doesn't matter? Core Values is to provide a g…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772602010-09-13T15:58:01.916ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Core Values is to provide a great candidate experience forgive me Pete, we don't work for Disney World ... Look in the end all a Recruiter can provide is common courtesy to the Candidate... Was he or her professionally treated throughout the process ... I don't see it getting any more simpler than that regardless as to whether or not the candidate is hired.
Core Values is to provide a great candidate experience forgive me Pete, we don't work for Disney World ... Look in the end all a Recruiter can provide is common courtesy to the Candidate... Was he or her professionally treated throughout the process ... I don't see it getting any more simpler than that regardless as to whether or not the candidate is hired. I agree with the "Reality" of…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772542010-09-13T15:47:26.142ZPete Radloffhttps://recruitingblogs.com/profile/PeteRadloff
I agree with the "Reality" of Jerry's arguments. But, just as when we see a bad candidate and someone asks us about them, (assuming we have a solid rapport with the asker) don't we let them know it's a candidate to stay away from?<br />
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We're never going to get a streamlined, serene "candidate experience", but it should be the mission statement of any Recruiting (HR?) team as one of their core values. And, in the end, you can't worry about what company X is doing, but only what you are doing at your…
I agree with the "Reality" of Jerry's arguments. But, just as when we see a bad candidate and someone asks us about them, (assuming we have a solid rapport with the asker) don't we let them know it's a candidate to stay away from?<br />
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We're never going to get a streamlined, serene "candidate experience", but it should be the mission statement of any Recruiting (HR?) team as one of their core values. And, in the end, you can't worry about what company X is doing, but only what you are doing at your own company. OK. So half the candidates ar…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772522010-09-13T15:45:48.612ZJerry Albrighthttps://recruitingblogs.com/profile/JerryAlbright
OK. So half the candidates are frustrated in lack of feedback. I get that. But to think they then go on some sort of "Candidate Experience" crusade to spread the word is ridiculous. And just what word are they spreading? That they didn't get the job and don't know why.<br />
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Welcome to the real world. It's just the way it is. "We found a better fit" or "we just didn't feel you were the right fit at this time" is the feedback nearly every candidate but ONE gets during the interview process.<br />
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Is this…
OK. So half the candidates are frustrated in lack of feedback. I get that. But to think they then go on some sort of "Candidate Experience" crusade to spread the word is ridiculous. And just what word are they spreading? That they didn't get the job and don't know why.<br />
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Welcome to the real world. It's just the way it is. "We found a better fit" or "we just didn't feel you were the right fit at this time" is the feedback nearly every candidate but ONE gets during the interview process.<br />
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Is this a real life scenario? ----<br />
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<b>Pete</b> "I interviewed at XYZ two weeks ago and don't know what's going on..."<br />
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<b>Larry</b> "Man. What a lousy company. I'll never apply there."<br />
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<b>Sally</b> "Same thing happened to me at ABC - but that was 4 weeks ago."<br />
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<b>Larry</b> "That's just ridiculous. I'll never apply there either."<br />
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Pete</b> "And I heard the PDQ company does a psyche test after their 2nd interviews - so I'm never applying there."<br />
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<b>Sally</b> "Right on Pete!"<br />
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<b>Larry</b> "Heck - I can beat that. I applied for a job with their sister company - though it was a long shot since I don't have a BS degree - but they didn't even send me a nice letter letting me know they got my resume. I'm never shopping there ever again."<br />
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<b>Sally</b> "Amen! I'm just sick of every employer in town. I've heard of negative candidate experiences nearly everywhere. I wish a new company would move to town so I could get a job."<br />
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<b>Pete</b> "Right on Sally! I'm with you!"<br />
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Keep dreaming gents...... Wooo I have to agree with Jer…tag:recruitingblogs.com,2010-09-13:502551:Comment:10772362010-09-13T14:56:49.969ZPaul Alfredhttps://recruitingblogs.com/profile/PaulAlfred
Wooo I have to agree with Jerry ... This is an Employer's Market place and its going to be for the next 5- 10 years ... The candidate experience unless you are applying to Google cmon folks ... I want to see a) the Candidate is qualified for the job my Client's been killing themselves for 3 months to find a guy/gal for ... b) The candidate presents well and backs up what he/her has on paper c) Serious about the next move counters covered they are closed etc... I present and I have his/her back…
Wooo I have to agree with Jerry ... This is an Employer's Market place and its going to be for the next 5- 10 years ... The candidate experience unless you are applying to Google cmon folks ... I want to see a) the Candidate is qualified for the job my Client's been killing themselves for 3 months to find a guy/gal for ... b) The candidate presents well and backs up what he/her has on paper c) Serious about the next move counters covered they are closed etc... I present and I have his/her back up if there is a personality culture fit clash with my client.... The candidate experience is derived here ... In the end "Id love to work for the company but I was missing x,y,z ingredient ..btw I have a colleague who is perfect for the role ..." My typical outcome inside a 2:1 Submission to placement ratio .... Client response: "Paul great guy/gal liked him/her but they are missing x,y,z or can you get a reference to cover x,y,z .... or "Can we see your backup ..."<br />
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That really is the game folks ....