Editor's Note: FOT would like to thank everyone that registered for “Before the Rose Ceremony”. Our FOT Hosts, Tim Sackett and Dawn Burke, had a great time presenting and would like to give a special shout out to the fine folks at HireVue, for sponsoring the event. Registration for our November webinar will be up shortly – stay tuned!
Ever wonder why some of those women on The Bachelor don’t smash a window on their way out the door when they get voted off? Let’s explore that in recruiting terms.
Let’s face it – unlike the women on The Bachelor, when it comes to the process of getting hired at most companies, candidates are quick to criticize what they experience on the recruiting trail. Impersonal applicant tracking systems, the black hole of “zero response to my resume” and a long, ineffective interview processes are just a few of the features that damage your recruiting brand.
When thinking about becoming an employer of choice, companies tend to think about pay, benefits, workspace, etc. All good choices, but we think there’s something missing – we think your interview process alone should make people want to come to work for your company. What would happen if your interview process was actually so engaging and cool that it made candidates refer others, even when they didn’t get the job?
Is that even possible? We think it is.
Join FOT for our October webinar (sponsored by the good folks at HireVue) – “Before the Rose Ceremony: How to Become an Employer of Choice Through Your Interview Process”, where we’ll explore the following and compare it to the meat show on the Bachelor/Bach
What pre-interview, pre-phone screen features subconsciously tell a candidate that you’re differentfrom your competitors and help you plant the initial “why you want to work here” seed. The 3 things that need to be present in your initial outreach to a candidate to prevent their BS meter from exploding(aka momentum killers). 5 Key Features of the live interview process at your company that sell your cultureas a Great Place to Work – regardless if you hire the candidate or not. FOT’s Top 7 Interview Questions for uncovering great info and selling the candidateon your company as an employer of choice – they won’t even realize you’re doing it (and you’ll get great info as a result).
- SEND IN YOUR LESS ATTRACTIVE FRIENDS TO GIVE APPROVAL! (That’s FOT in this case.) We’ll end with a simple audit process that you can use to determine if your interview process is contributing as much as it should toward your company being viewed as a destination of choice for candidates.
Join us for “Before the Rose Ceremony” and install a couple of the interview process features we discuss, and candidates will start to view you less as the Motel 6 and more like the Ritz. Or wherever it is that feels like an upgrade from the Motel 6. Maybe the LaQuinta? The W? You tell us. The point is when you say no to people and they still love you, you’ve arrived – just like the bachelor or the bachelorette. We think the way you interview candidates can help you accomplish that in the recruiting process.
**This program,ORG-PROGRAM-124798, has been approved for 1.00 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.