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  string(19) "2018-01-10 08:40:32"
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  string(19) "2018-01-09 22:40:32"
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  string(5373) "We can all agree that social branding is pretty important these days.

So why are recent reports indicating that candidate experiences with recruitment agencies are deteriorating?

According to recent reports, not only are candidates less likely to accept a job if they were treated poorly during the interview process, but they’re also 50% more likely to urge their friends and family to stop being a customer too.

This is doubly true for recruitment agencies. Treating candidates poorly not only reduces access to talent and reflects poorly on your brand, but it has the potential to negatively impact the brand you’re recruiting for too.

Now, imagine for a moment that a client hears that their brand has been negatively reviewed due to your recruitment process. That is not going to go down well.

Recruitment agencies have a habit of prioritising clients over candidates. Perhaps it’s because they’re the ones paying the fees, or because they’re generally harder to attract than candidates. Either way, it’s not working.

After reviewing our strategy around attracting candidates a few years ago, we concluded that there are three key aspects to attracting top talent & candidates, and building a positive brand reputation.

Employer Value Proposition + Candidate Care + Employee Care = Top Talent

 

Employer Value Proposition

Every brand should be investing in their employer value proposition and plan how to communicate that with candidates. Organisations putting time and effort into their brand and communicating it well are going to come out on top. Companies that invest time into content are going to be particularly successful. From social media to the website, companies should be showcasing what it is like to work for them and why it’s different and better. For example, a video showcasing the team working together, collaborating, or brainstorming, will demonstrate the supportive team environment of your workplace. That said, it’s important to know your audience when developing your employer value proposition. That is, what Millennials value in a work environment is going to be different from what a Gen X-er wants. Whatever your value proposition is, it should be reflective of the company’s values, which will in turn attract internal talent as well as top quality candidates. Doing this well isn’t easy and it may take some trial and error, however it will pay off in the long term.  

Candidate Care

Recruitment agencies don’t exist without their clients or their candidates. However, while a recruiter would rarely neglect one of their clients, studies show that we are increasingly neglecting or ignoring our candidates. It’s 2018 and we are constantly reminded that we’re living in the “digital age”, however that doesn’t diminish the power of the oldest and most trusted marketing tool – word of mouth. Sometimes called referral marketing or word of mouth marketing (WOMM), studies show that 92% of consumers believe suggestions from friends and family more than advertising. So that begs the question – why are agencies treating their candidates so poorly, at detriment to their brand and business? It simply doesn’t make any sense. Candidates speaking negatively about your brand to their friends, families, or colleagues has the potential to have a huge, long term impact on your business. Moreover, negative feedback goes further than positive. That is, a positive review won’t have you buying or using the service immediately (although you may take it into account in future decisions), however negative feedback will almost certainly ensure you don’t buy that product or service, possibly ever. And to think, you could have avoided it all by simply returning that candidates call…  

Employee Care

This ties in with our first point regarding the Employer Value Proposition, but this should actually come first. Find out what your current employees value and want from their work life, and develop a work environment and value proposition around that. Employees are one of the most direct marketing tools and every business should be utilising it. After all, who knows your business, brand, product, and/or service, better than the people that work with it day in, day out? This isn’t the only reason for ensuring a happy work environment for your employees, but it’s certainly one incentive. An employee who talks highly of what they do, where they do it, and why they do it, are an invaluable marketing asset. But the same goes for an employee talking negatively about their company. After all, if a company doesn’t value the well-being and happiness of their employees, why would they value mine?   When you consider all this, it’s hard to imagine why recruitment agencies aren’t taking better care of not just their candidates, but also their employees, and their branding. We need candidates more than candidates need us (in most cases at least!), so it’s time that recruitment agencies  step up and start treating their candidates with the same respect and consideration as they do their clients. I know we have." ["post_title"]=> string(45) "Why You Should Care More About Candidate Care" ["post_excerpt"]=> string(0) "" ["post_status"]=> string(7) "publish" ["comment_status"]=> string(4) "open" ["ping_status"]=> string(6) "closed" ["post_password"]=> string(0) "" ["post_name"]=> string(14) "candidate-care" ["to_ping"]=> string(0) "" ["pinged"]=> string(0) "" ["post_modified"]=> string(19) "2018-01-10 08:41:13" ["post_modified_gmt"]=> string(19) "2018-01-09 22:41:13" ["post_content_filtered"]=> string(0) "" ["post_parent"]=> int(0) ["guid"]=> string(37) "http://www.coxpurtell.com.au/?p=26776" ["menu_order"]=> int(0) ["post_type"]=> string(4) "post" ["post_mime_type"]=> string(0) "" ["comment_count"]=> string(1) "0" ["filter"]=> string(3) "raw" }

We can all agree that social branding is pretty important these days.

So why are recent reports indicating that candidate experiences with recruitment agencies are deteriorating?

According to recent reports, not only are candidates less likely to accept a job if they were treated poorly during the interview process, but they’re also 50% more likely to urge their friends and family to stop being a customer too.

This is doubly true for recruitment agencies. Treating candidates poorly not only reduces access to talent and reflects poorly on your brand, but it has the potential to negatively impact the brand you’re recruiting for too.

Now, imagine for a moment that a client hears that their brand has been negatively reviewed due to your recruitment process. That is not going to go down well.

Recruitment agencies have a habit of prioritising clients over candidates. Perhaps it’s because they’re the ones paying the fees, or because they’re generally harder to attract than candidates. Either way, it’s not working.

After reviewing our strategy around attracting candidates a few years ago, we concluded that there are three key aspects to attracting top talent & candidates, and building a positive brand reputation.

Employer Value Proposition + Candidate Care + Employee Care = Top Talent

 

Employer Value Proposition

Every brand should be investing in their employer value proposition and plan how to communicate that with candidates. Organisations putting time and effort into their brand and communicating it well are going to come out on top.

Companies that invest time into content are going to be particularly successful. From social media to the website, companies should be showcasing what it is like to work for them and why it’s different and better. For example, a video showcasing the team working together, collaborating, or brainstorming, will demonstrate the supportive team environment of your workplace.

That said, it’s important to know your audience when developing your employer value proposition. That is, what Millennials value in a work environment is going to be different from what a Gen X-er wants.

Whatever your value proposition is, it should be reflective of the company’s values, which will in turn attract internal talent as well as top quality candidates. Doing this well isn’t easy and it may take some trial and error, however it will pay off in the long term.

 

Candidate Care

Recruitment agencies don’t exist without their clients or their candidates. However, while a recruiter would rarely neglect one of their clients, studies show that we are increasingly neglecting or ignoring our candidates.

It’s 2018 and we are constantly reminded that we’re living in the “digital age”, however that doesn’t diminish the power of the oldest and most trusted marketing tool – word of mouth. Sometimes called referral marketing or word of mouth marketing (WOMM), studies show that 92% of consumers believe suggestions from friends and family more than advertising.

So that begs the question – why are agencies treating their candidates so poorly, at detriment to their brand and business?

It simply doesn’t make any sense.

Candidates speaking negatively about your brand to their friends, families, or colleagues has the potential to have a huge, long term impact on your business. Moreover, negative feedback goes further than positive. That is, a positive review won’t have you buying or using the service immediately (although you may take it into account in future decisions), however negative feedback will almost certainly ensure you don’t buy that product or service, possibly ever.

And to think, you could have avoided it all by simply returning that candidates call…

 

Employee Care

This ties in with our first point regarding the Employer Value Proposition, but this should actually come first. Find out what your current employees value and want from their work life, and develop a work environment and value proposition around that.

Employees are one of the most direct marketing tools and every business should be utilising it. After all, who knows your business, brand, product, and/or service, better than the people that work with it day in, day out?

This isn’t the only reason for ensuring a happy work environment for your employees, but it’s certainly one incentive. An employee who talks highly of what they do, where they do it, and why they do it, are an invaluable marketing asset.

But the same goes for an employee talking negatively about their company. After all, if a company doesn’t value the well-being and happiness of their employees, why would they value mine?

 

When you consider all this, it’s hard to imagine why recruitment agencies aren’t taking better care of not just their candidates, but also their employees, and their branding. We need candidates more than candidates need us (in most cases at least!), so it’s time that recruitment agencies  step up and start treating their candidates with the same respect and consideration as they do their clients.

I know we have.

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