Recruitment and Hiring Strategies: Why it is Time to Create a Recruitment and Hiring Experience

Why it is time to Create a Recruitment and Hiring Experiencenew recruitment and hiring book

*The following recruitment and hiring excerpt is from our new book, “The Employee Experience Revolution: Increase Morale, Retain Your Workforce, and Drive Business Growth”

So many businesses appear desperate when understaffed, making them less attractive to potential candidates and top talent. Most companies hire reactively, racing to fill openings caused by either turnover or growth. When companies hire after they have a need, their objectivity is distorted, and their hiring standards become compromised.

The Objective of a Company’s Recruitment and Hiring Process

The objective of hiring is not simply to fill job openings with warm bodies. It doesn’t matter if you are a small, medium, or large organization; or if you are the director of human resources, head of recruitment, or a department leader; or if you are hiring seasoned people with a certain level of expertise or less experienced people you will have to train. Regardless of all these factors, your number one job is to find a candidate who fits your culture and will enhance it. This is the leading impact on overall employee morale. That is why your first step is creating a world-class recruitment experience (RX).

A key factor in increasing employee retention is great leaders and organizations understand that just as much as the potential employee needs to be the right fit for their company and team, the company needs to be the right fit for the potential employee. If not, within the next six months, both the company and the person hired are likely to be back at the drawing board, with both parties looking for a new situation.

*Related – Receive a free copy of our 15-page Interview guide with questions Designed to Find Customer Service All-Stars when you order The Employee Experience Revolution

Creating a World-Class Recruitment Experience

Many companies hire poorly because they cast their lines in the wrong ponds and get wrong-fit applicants. The first step is branding your company as the employer of choice to prospective right-fit talent.

A great recruiting experience saves a company from costly mistakes such as wasted time, culture setbacks, weakened employee morale, wasted employee development, reduced employee satisfaction, increased employee turnover, and a negative impact on the customer experience.

Everything a brand does, internally and externally, must be an experience.

Your organization needs to focus on being BX strong (brand eXperience strong), an entire experience ecosystem. The companies that will dominate their industries for the next decade will be the ones who are obsessed with evolving the experience at every level—employee (this includes the recruitment and hiring experience), customer, vendor, and community.

We are not just talking about a good or even great interview process that helps you better select the seemingly superior applicants. The problem is, who’s to say the people applying are truly rock stars? And if they are rock stars, who’s to say that they will accept your job offer? Today, more than ever, rock-star employees have plenty of choices.

RobinRobbins, The DiJulius Group

Today, it is an Employee Market, and They Know it

Before the Great Resignation and Labor Shortage, if a person wanted a new job with a new company, they most likely would apply and interview with one company and then wait to hear if they got the job. Not today. People realize that the current landscape is an employee market. As a result, they are interviewing at several companies, looking for the best offer.

Now, “best offer” doesn’t always mean the highest compensation. It can mean many different things, typically a combination of factors including pay, opportunity for advancement, flexibility, workplace culture, hard and soft benefits, professional development, autonomy, mission, purpose, core values, meaning and purpose of the job they will be doing, and the type of leaders who will impact the person’s development, personally and professionally.

Don’t Show the Potential Candidates What They Want; Show Them What They Can’t Live Without

Now, the challenge is, how can you articulate these facets in an experience during your recruitment process? People may think they know what is important to them from their past employment experiences, where they were probably just trading hours for dollars.

What you want to have consistently is that a candidate interviews with your company and then interviews with different organizations, and those other businesses pale in comparison to your recruitment experience. The qualified applicants actually becomes worried that your hiring manager might not select them. That is what a world-class RX does for your brand.

*Register Now for our Webinar on Thursday, June 13th: Creating an Employee Experience that Retains Employees

The Recruitment Experience Starts Long Before the First Interview

Your employee culture’s branding needs to be strong and defined in every way a candidate can be exposed to it.  This means from what they see on your website to your social media presence, to what existing and past employees have to say, to reviews on Glassdoor and other online employment sites, to customer reviews, and to the interview process.

Everything potential employees see and hear should make overwhelmingly obvious what your brand stands for. Your company culture needs to be so definitively clear that one of two things happens: They are either turned on or turned off. And their being turned off is great for both the company and the candidate. Neither the company nor the new employee needs to find out in three months that it wasn’t a good match.

The number one way to increase a candidate’s interest in working for your company is by educating them during the hiring process on how hard it is to get hired there. The top employee experience brands articulate that they are not for everyone, nor do they want to be. They are for the 2 percent who want to emerge as the best of the best, who are not afraid to work hard and challenge themselves to see how much greatness they have inside. Not only will potential candidates appreciate that, but it will also tell them that if they get hired, your hiring process will protect their workplace culture, ensuring a “jerk-free” environment.

Narrow Down Your Recruitment and Hiring Talent Pool

If you go to the job postings on the career page on most companies’ websites, they all tend to say the same generic messages. Every company has a mission and purpose statement. Every company has core values. No one reads those and says, “They value respect, so do I; I want to work for them.” People don’t believe what they read; they believe what they experience.

One of Enron’s core values was integrity: “We work with customers and prospects openly, honestly, and sincerely. When we say we will do something, we will do it. When we say we cannot or will not, we won’t do it.” Enron’s core values were prominently displayed in its annual reports, its corporate code of ethics, and other company communications. However, the company’s actual practices and behavior did not always align with these values, as evidenced by the financial scandals that ultimately led to Enron’s collapse in 2001.

Before Applying, Watch This Video

In my companies, I don’t want to waste a lot of time with wrong fit vs ideal candidates. You could weed them out long before the interview process. For example, when visiting a career page, don’t just offer a job description. Have the page say, “Before filling out this application, watch this video first to make sure our company’s culture is a match for you.” The best company’s culture videos are distinct, unique, not the same old, and not for everyone. It will make a candidate pause and think, “Maybe this company isn’t for me,” or “This is exactly the type of company I want to be part of.”

The absolute best recruiting and culture companies stand out and articulate their mission, purpose, and values with energy, clarity, and gusto. You clearly know during the recruiting process what type of culture they have and whether you would be a fit or not. Take, for example, Atlassian, an Australian tech company. Atlassian does an incredible job showcasing their five core values in a video in a no-nonsense manner:

  1. Open company, no BS
  2. Build with heart and balance
  3. Don’t f*** the customer
  4. Play as a team
  5. Be the change you seek

Talent Acquisition

Atlassian is clearly not trying to appeal to everyone. Using explicit language to communicate their core values will definitely turn some potential candidates away. Thirty seconds into the video, it is apparent what Atlassian is saying is, “We are not a traditional company. We are different, and so are our people. Normal need not apply.”

Atlassian brands itself on enabling its teams to develop remarkable products for its clients while working in an environment where they feel valued for their skills and able to put ideas and innovations forward. “Culture is something that can’t be manufactured. It’s a combination of the characters of all the people who live in the building,” says Mike Cannon-Brookes, cofounder and co-CEO.

What Top Organizations Focus on in their Recruitment and Hiring Experience

  1. Continuous Employee Development
  2. An Employee Wellness Program
  3. A culture of high employee morale
  4. Employee Recognition
  5. Advancement Opportunities

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The Employee Experience Revolution Books are in!

Get your copy now, signed by the authors!

new employee experience book

Episode 157 of The Customer Service Revolution Podcast: Cutting-Edge AI Trends and How to Apply them to Your Customer Experience

Video of the Week: Think it Say it

Register Now for Upcoming *Free* Webinars

30 May:      Creating an Onboarding Experience

13 June:      Creating an Employee Experience that Retains Employees

27 June:      Tearing Down Silos by Building Collaboration Across Departments

11 July:       Building & Developing Great Leaders

25 July:      Leaving a Leadership Legacy

12 September:  Training Your Employees on the Critical Soft Skills Needed Today

26 September:  Selling as an Experience

10 October:  Turning your Contact Center into a Relationship Center

24 October:  Creating Your Signature Experience

14 November:  Forget Customer Surveys; Learn Real CX KPI’s

6 December:  Service Recover Never and Always

Related post:

How to Hire and Retain the Best Team Members by Improving Your Recruitment Strategy

About The Author

John DiJulius

John R. DiJulius is a best-selling author, consultant, keynote speaker and President of The DiJulius Group, the leading Customer experience consulting firm in the nation. He blogs on Customer experience trends and best practices.