Lately I’ve been thinking about how we got to be so adversarial in the recruiting game. Fun fact, I started my career as a college cheerleading coach.
It seems a week doesn’t go by without me reading another blog post or opinion piece about all the crap that candidates do wrong when trying to get a job. My favorite was a laundry list of reasons that you didn’t get the job. You see, I know you think these tips are helpful pieces of content, but what ends up happening is you look like the mean kids in school trying to tell the other kids how to be in the cool club.
What are the easy things we can do today to boost the candidate experience? Now, there are a TON of hard things we could do like updating all of our job descriptions to be really honest about the job and who fits in at your company, but I am focused on stuff you might be able to actually implement within the week:
It’s no secret I am an email address hoarder, therefore, I get a lot of email. I am also an inbox (near) zero person, so I delete a lot of email. I was doing some spot research on what gets kept and what gets trashed not too long ago to see if there was a pattern. And there was. I tend to keep things that fall into three categories…
For the love of Pete, please stop crafting pieces about Generation Z and how they want these absurd things like feedback, and communications, and good managers, and oxygen. It’s draining and infuriating. If you want to write about a cohort, come to the table with an insight that is genuinely unique about the audience.