In an earlier entry, I wrote a bit about the candidate experience and how important I feel this is to the reputation of an organization and ultimately it’s employer brand. We are entering into a big project in 2009 that is focused on finding the actions at the key parts of the recruitment process that truly make the difference in the eyes of the candidate.
There are key stages in the recruitment process that we are currently looking at:
Perception – the general perception of the adidas Group that may attract a candidate to look a bit closer.
Initial Contact – the point at which the candidate first comes into contact with a recruiter or HR representative.
Screening – the first communication between the candidate and recruiter/HR person.
Interview – the in person interview.
Offer – when the candidate gets the offer.
Onboarding – the time between offer acceptance and 6 months into the job.
I would like to get feedback from anybody interested on the above 6 items plus any others I may have overlooked, and the actions that a company should do to make the recruitment experience an exceptional one.
This could be anything from the way advertisements are displayed, career site presence, ease of application, phone screen, what happens in the interview, the atmosphere, feedback, giving offers and getting people started.
In order to gather real data on how to improve in these areas, I would like to solicit feedback.
If you would be interested I helping us shape our strategy around “candidate experience”, feel free to email me directly at steve.bonomo@adidas-group.com
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Some organizations conduct orientation programs for their new employees. Some make sure their new employees have the tools they need to do their own work on day one. Some extend onboarding beyond these accommodating activities to things designed to help new employees assimilate into the organization and work with others.
All of these things are important and necessary, but nowhere near sufficient to get new employees up to speed fast enough. Employers need to flip their perspective on the whole talent acquisition process so that they can use every piece of it as part of onboarding. Employers should think about things from their new employees’ perspective so that they change their view of onboarding from things they do to their new employees to things the employer does with them, for them, or help them do.
We're in the midst of writing a new book that is going to help employers do three things:
I – Set the stage for success even before their new employees sign up
II – Help their new employees get a head start before day one
III – Enable and inspire their new employees to deliver better results faster on the job
We have a working draft of the executive summary of the book, "Onboarding" (Wiley, 2009) parked on the PrimeGenesis website at: www.primegenesis.com/landingOnB.html.
George Bradt
PrimeGenesis Executive Onboarding and Transition Acceleration
www.primegenesis.com
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