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The Sparks Group Candidate Experience
- 2. Overview Positive Candidate Experience ● Company Culture ● Relationship Building ● Respect ● Communication ● Feedback & Counseling ● Continuous Relationship Negative Candidate Experience ● Rejection ● Reduced Referrals ● Loss of Potential Future Clients & Hires ● Negative Online Reputation ● Uncommitted Candidates 2 ● Different Types of Candidates
- 3. “ “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” ― Maya Angelou 3
- 4. Candidate Experience ● Types of Job Seekers: ● Employed vs. Unemployed ● Contract vs. Full-Time ● Entry Level vs. Career Change ● 'Listen to Understand, Not to Reply’ ● Immediate & Temporary ● New Work Experience ● ‘Foot in the Door’ 4
- 5. Importance ● is in high demand and short supply. ● candidate experience contributes to our reputation. ● saves us valuable time and reduces our recruiting costs. 5
- 6. Steps in Providing A Positive Candidate Experience Includes work environment, workplace personalities, company mission, value, ethics, expectations, and goals. Sparks Group serves as an employment resource, discuss how the candidate will benefit from working with you. 6
- 7. “ 7 Simon Sinek – Start with Why
- 8. Testimonies “The recruiter, Jen, was amazing. She was on top of everything. I never met a recruiter so prompt in responding and updating a candidate like Jen. Some recruiters contact you one day and disappear the next. Whatever the outcome, Jen keep the communication open until the end. Basically, she is caring. That's why I will likely work with her and recommend her to anyone I know.” “I am grateful to Josh for guiding me through the whole hiring process. He was a great mentor and took his time to prepare me for the interview process even though we had a short time frame. Thank you, Josh and Sparks Group, for your help.” “I moved to USA from Bangladesh just 8 months ago and only worked with Sparks Group Inc. From the beginning they were very optimistic to get a job for me when I was not! The recruiting agents I have worked with provided me best customer service.” 8
- 9. Steps in Providing A Positive Candidate Experience Be authentic, genuine and comfortable with candidates. Find common ground and build on it (over time). Be on the candidate’s agenda. 9
- 10. 10
- 11. “ "The Human Side of Hiring" | Paul D'Arcy, Indeed
- 12. Steps in Providing A Positive Candidate Experience Be on the candidate’s agenda, take the time to explain our process from start to finish and be open and honest with feedback. 12
- 13. Steps in Providing A Positive Candidate Experience You and all you do is a representation of Sparks Group, and influences a candidate’s experience. Phone calls, emails, social media posts, etc. Think before you speak (or write anything online) Speak slowly and make eye contact “Here’s the situation” 13
- 14. Steps in Providing A Positive Candidate Experience Ongoing support and coaching are part of the Sparks Group experience, use your expertise as a recruiter to guide and encourage your candidates! Share advice on their resume, interview, and feedback from client Respectfully provide suggestions on deficiencies and improvements that can be made. Ask for your candidate’s feedback too 14
- 15. Resources for Candidates 15 Job Search Strategies! https://blog.sparksgroupinc.com/candidate/topic/job-search-strategies Interview Tips for Success! https://blog.sparksgroupinc.com/candidate/topic/job-interview-tips Career Management! https://blog.sparksgroupinc.com/candidate/topic/career-management Resume and Cover Letter Support! https://blog.sparksgroupinc.com/candidate/topic/resumes-and-cover-letters
- 16. Steps in Providing A Positive Candidate Experience Avoid ‘Placed & Forgotten’ Continually Connect Invest in EQCs & QCs Mutual Commitment Value the Feedback 16
- 17. What can lead to a negative experience? ● Lack of communication ● No established relationship ● Not considered for future openings ● Being ‘ ’ or forgotten ● No feedback ● 17
- 18. Impact ● Uncommitted Candidates ● Negative Online Reputation ● Reduced Referrals ● Loss of Potential Future Clients & Hires ● Wasted Time & Energy ● 18
- 19. State of Staffing - ASA ● Use your membership to be an industry expert, keep in the know with Staffing trends! ● Learn the Latest from your Colleagues ● Monthly Staffing Newsletter ● Online Webinars ● Provide Market Data Insights to your Clients & Candidates 19
- 20. 20
- 21. Key Takeaways 21 ● Be on the candidate’s agenda ● Acknowledge & respond to candidate applications ● Share information on Sparks Group recruiting process ● Personalize & commit to constant communication ● Respectfully inform candidates with updates & feedback ● Provide resources – Sparks Group Candidate Blog ● Share information and updates for future opportunities
- 22. Resources: 22
Editor's Notes
- What do we mean by the Candidate Experience? a candidate’s overall perception of our company’s recruiting process the journey a candidate takes with Sparks Group, from sourcing to interviewing, rejecting and hiring. Image Source: https://svgsilh.com/image/1371360.html
- Different Types of Candidates - Best practices in finding the different types of candidates, communicating with the different types of candidates. Importance & Steps to a Positive Candidate Experience Impact & Preventing a Negative Candidate Experience
- YOU are Sparks Group Brand Ambassadors “Your smile is your logo, your personality is your business card, how you leave others feeling after having an experience with you, becomes your trademark”- Jay Danzi
- Many types of job seekers rely on Sparks Group: Employed passive job seekers, or unemployed active job seekers Recently lost a job - seeking a similar role just as soon as possible to reestablish income Seeking temporary contract work, or those who want a full time job Recent college graduates - seeking to gain initial work experience within a desired career path Seeking a career change - needs assistance getting a ‘foot in the door’ where there’s limited prior work experience. All of these candidates have something in common – Their experience with Sparks Group counts! **listen to understand , not listen to reply** Dr. Stephen Covey – 7 habits of highly effective people
- 1) Top Talent is in high demand and in short supply Positive candidate experience = a MUST for competitive talent advantage. Each & every exposure candidates have to Sparks Group: Creates or reinforces an opinion, view and understanding of us as a company. Consequences of a less than positive candidate experience? We likely lose that candidate, and possibly future candidates as well. 2) Exposures and interactions like visiting our website, reading a position description, applying through job boards, interviewing for a role, working for us and (most importantly) each and every email (and/or phone) conversation with us. Forming an opinion. Initial impressions – what was the first thing you did? Through LinkedIn? Look up company? Glassdoor? 3) A positive candidate experience: Saves valuable time & reduces recruiting costs. Retains the candidates we have already invested in Brings more candidates our way by bolstering our reputation and generating referrals. It PAY$ to make the candidate experience a good one! If you have a positive experience you tell a few, people but negative experiences are more memorable and shared more- Testimonies – so important and if it is a positive, it’s worth it for you to gain that recommendation!
- Group Discussion – What is Company Culture? - State the goal of Sparks Group: To ensure everyone has a positive experience with Sparks Group. ‘to serve as an employment resource’ Discuss how the candidate will benefit from working for Sparks Group. Explain why you NEED the candidate - people appreciate feeling important, and it will only help build your relationship. https://www.gallup.com/workplace/237368/culture-wins-attracting-top-candidates.aspx
- https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action?language=en#t-80717 Start @ 1:25 End @
- Testimonials – 2018 Best of Staffing Surveys Share a success story or two (i.e. success staffing a similar role). Have testimonies and/or recommendations on LinkedIn. - record voices reading the surveys****
- Be a Talent Advocate. Candidates should be treated as if they are important customers. You are selling them something - candidates will buy into it based on your enthusiasm, it’s contagious! Do not sound rushed over the phone. Manage your time and priorities well, but never come across as being distracted or in a hurry. Do not sound robotic. Be passionate about what you do and how you do it. Find common ground. Use it to encourage a connection and kick-start a relationship during the initial phone interaction. Group Discussion - What are barriers to connecting with candidates you have encountered in your time recruiting?
- Be conscientious of HR appropriate subjects vs. innapropriate.
- We do not want candidates to feel like we are doing them a favor by interviewing them, it’s a two way street. We need THEM, and they need US. We cannot be successful without them. Making sure they feel valued and appreciated. - “Always treat your employees exactly as you want them to treat your best customers.” – Stephen Covey - MB does for SG recruiters – doesn’t leave them in the dark, she respects your time/priorities, gives all information. Goes above and beyond the expectations. - From submittal to offer - Explain the process and share the timeline - Be honest and transparent with feedback - Counseling or coaching candidates is further testament to your investment in their success.
- You and all you do is a representation of Sparks Group Everything you put out in the world influences the candidate experience. i.e. How you speak with candidates, what you post on LinkedIn, verbiage in your emails A stellar job posting takes a flat job description and paints a colorful, 3D picture that entices candidates Our goal is to attract candidates and make an emotional connection You’ll learn more about this when we discuss the Prime Motivators.
- Ongoing communication and feedback are VERY important in creating a positive candidate experience. If your candidate wasn’t selected this time, Doesn’t mean he/she won’t be selected next time! Be an encourager! Remind candidates there will be other opportunities Share why they weren’t selected – gently disclose deficiencies. Provide resources and tips for improving in those areas. Communication should be a two-way street Provide them with feedback, ask for their feedback too - On Sparks Group and the company where we submitted them.
- Work smarter, not harder! Direct your candidate to our online resource blog. We have lots of information that can help candidates in their job search.
- Top talent moves quick so be in the know, show that you care. Commit to and invest in your Employee Quality Checks The candidate experience does not end when we fill the position – it’s the start of a new chapter in our candidate relationship! Placed a candidate? Keep up the communication! Avoid ‘placed and forgotten’ at all costs Not because EQC’s are required Don’t just ‘check the box’ and move on Take advantage of the opportunity to continually connect with your candidates. An ongoing recruiter/candidate connection facilitates the candidate’s commitment to the placement. Can result in a candidate following through on a less than ideal placement Will not want let you down because of the relationship with and loyalty to you! Added bonuses of keeping in touch - Satisfied candidates = great referral sources Candidates who are hired often become clients People leave jobs when they feel under-valued or not appreciated. Be the recruiter that continues the relationship for the duration of each placement and beyond!
- Lack of communication from recruiter, about next steps, regarding hiring process, when a position is filled Unclear who to call, reframe rejection? Poor connection, lack of understanding What can lead to a bad candidate experience Disrespect or undervalued Feeling unheard, unattended to, or forgotten Being rejected Feeling taken advantage of, objectified Example of a negative experience with Sparks Group
- - Lost money, loss of profit
- https://americanstaffing.net/staffing-research-data/asa-data-dashboard/bls-employment-situation/ http://www.asa-digital.net/amstaffingassoc/2018_staffing_industry_playbook
- On the surface, a low unemployment rate would seem to be good news for the economy, but not if it’s declining because fewer people want to work—disengaged and sitting on the labor force sidelines. Job openings are considered a lagging indicator of the economy given that businesses usually wait on reassurances of economic well-being before they choose to hire. Hires, on the other hand, are an indicator of the robustness of the economy and the labor force. The fact that there continue to be more unfilled jobs than there are hires speaks to a large and growing skills gap and need for qualified talent in the U.S.
- Be on the candidate’s agenda. Make them feel like a priority. Be an employment resource for your candidates Position yourself as one by what you say and do! Remember to keep the human element present in an era of digital communication Be respectful -- it’s all about how and when you communicate. The language you use, your tone, and the time you invest! Walk them through the hiring process, with ongoing and upfront communication.