How to create a consumer-grade experience for your people

You wouldn't leave your clients waiting for a callback. You wouldn't go MIA when they have questions. You wouldn't provide below-par work. So start treating your employees the same. Before recruitment even begins.

You have one opportunity to make a good first impression. In a candidate's market, your talent acquisition experience matters more than ever.

According to McKinsey, 40% of employees are considering leaving their current job within six months. Nearly two-thirds would leave without another job to go to.

More people are looking for work. Job seekers want and deserve better candidate experiences. Talent looks for a personalized experience. A company with a clear EVP. One that's proactive and communicative. A company that aligns its candidate experience with its ongoing employee experience.

Start thinking of your candidates as consumers

When consumers have a poor experience, they abandon their cart. They walk away. They're also more likely to share a negative experience than a positive one. The same goes for candidates.

Shortlister research cited in a Deloitte report found that 80% of candidates who had an unsatisfactory recruitment process revealed it. They openly tell people. A third do so proactively. "It is important that organizations realize all candidates are potential future customers," the report says.

Candidates also withdraw from applications. They aren't satisfied with the process or their view of the organization. In a Harvard Business Review survey of 2,800 candidates, 65% halted their application. They found some aspect of the job or company unattractive.

AI capability is compounding. Work visibility is not.

Being selected by candidates leads to higher retention

The candidate experience is no longer just your chance to assess potential employees. The balance of power has shifted. Job seekers judge the candidate experience as a reflection of working with your organization.

Focus on being selected by candidates. Not "selecting candidates." You want to be a company people want to work with.

Once they're in the door, retention improves. You've worked to align values, skills, and career goals with theirs.

Take a consumer-grade lens to your recruitment approach

Now that you're thinking of candidates as consumers, think VIP. Ask yourself: are you communicating conveniently? Do you offer flexible discussion times? Do you use technology appropriate for the role during interviews? Do you offer feedback during each step? Are your interviews based on skills, not background?

Removing friction and creating consistency during the candidate process speaks loudly. It signals the experience talent should expect.

The impact

According to Global Talent Trends 2022 by Mercer, people no longer want to work for a company. They want to work with a company. "The future of work depends on flatter, more networked talent models." These are fueled by a more flexible and globally dispersed workforce.

More networked talent models include looking at your entire talent ecosystem. Current employees, grads, interns, public profiles, and past applicants.

• Creating an organization people want to work with matters. Consider how data finds the right people. Reejig's Work Operating System searches your entire talent ecosystem. It increases talent matches while reducing sourcing time.
• Uncovering skills and understanding long-term career pathways personalizes the candidate experience. It matches skills and potential. It also lets you proactively reach out about roles before candidates start looking.
• Personalized career coaching through the Work Operating System provides recommended learning and career pathways. It engages talent at every step.

How to start creating a consumer-grade candidate experience today

• Take a skills-first approach. Focus on the skills and potential of candidates. Not educational background and job titles.
• Be transparent about the process. Explain how long it will take. Update the candidate on what to expect at every step.
• Understand the potential within your organization first. Where candidates can start. Opportunities for linear and non-linear growth. How you support them. What programs for upskilling, reskilling, and learning you have.
• Focus on action. Be prepared to move quickly.

Start treating recruiting like winning new clients. Regardless of whether candidates get the job. Making the end-to-end experience effortless and aligned with expectations means you're both more likely to succeed.