4 tips to avoid a Talent Experience nightmare

Unfortunately, costume parties will not be happening this year but this doesn't mean Halloween is cancelled! Horror stories happen year-round. Without the right processes in place, recruiting can be a real nightmare for HR teams and candidates alike. In the era of Talent Experience, how to avoid the dread and terror of a managerial blood bath? Here are 4 tips to turn a potential Talent Experience nightmare into success.

1. Lost souls, or how to engage with and nurture talent on your career site

How many talented candidates visit your career site every day but leave for lack of satisfying job offers? It may be difficult for HR professionals to measure precious talent that drop off from their career sites, but the issue is far from impossible to fix. Engaging with candidates as soon as they arrive on your career site is a solution. Implementing a chatbot, for instance, to guide candidates to a relevant job opening is a way to boost candidate experience by reducing the time they spend searching and applying for a job. A chatbot also gets them to easily submit an open application in just a few clicks and automatically builds a qualified talent pool for recruiters to nurture. No more lost souls.

2. Poltergeist, or how not to ghost or get ghosted by candidates

60% of companies say they have been ghosted by candidates and we understand this represents a recruiter’s nightmare. However, according to Career Builder, 75% of companies have already ghosted candidates after an interview. The impact of neglecting such a basic employer branding practice has important consequences: 57% of candidates will never apply to a ghosting company again and 22% adamantly spread their negative feedback about the incident. And there is no hiding from social media nowadays.

Such poor behavior from other companies may turn candidates into werewolves of rage and be tempted to ghost you themselves. To avoid this, be sure to provide a seamless candidate experience and that your recruiting process as clear as crystal ball.  No skeletons in your HR closet, meaning transparency is key here. Have a workflow of emails running informing candidate their application has been submitted and give them a rough timeline of when you will be getting back to them. Take time to build a candidate page on your website to roll out the recruiting steps so candidates know what to expect and how to best prepare for their interview.

Read more> Candidate experience: How well do the 120 largest European companies perform?

3. The Night of the Living Dead: zombies are among us

According to consulting company Gallup, only 15% of employees feel like they are engaged in their job. Meaning 85% of your employees come to the office every day to do the work and get a paycheck without further interest in the company. You might be surrounded by zombies and haven’t even noticed. Perhaps you have turned into one yourself.

If this is the case, it might be time to rethink your employee experience. Ask yourself where you’re at with corporate culture. Do you offer a decent technology stack? How comfortable is the workspace? Are you clear on your mission and values and do your employees agree and know where the business is going? Those are elements of a positive employee experience that can influence the future success of your organization. Still according to Gallup, engaged teams are 25% more productive.

Upskilling your workforce may also be a solution to fight the zombies. They’re probably just hungry for skills and knowledge. Coming up with a learning & development strategy might be the key to transforming your employees and your company while solving the potential skills gap and avoiding turning your enterprise into a talent ghost town.  

4. The Omen, are the children possessed?

No, we don’t mean to brace yourselves as demon children apply to your company. But for some employees, the fear of younger generation in the workplace seem that way. However, the real horror here is not being prepared to hire and work with Millennials and Gen Z. Millennials represent 35% of the global workforce and the eldest Gen Zs (born after 1997) are entering the workplace. They are already here, whether you like it or not, and represent a new source of ideas and creativity for your organization. Embrace it!


#Digital Recruiting #Employer Branding

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