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We Don’t Need #Tru


Photo Credit: BlueJake.Com


Yesterday, I posted under the title “We don’t need #Recruitfest.”

The post brought some great reaction and comment, not least from Miles and Ashley from Recruitingblogs.Com

. They made some good points on why we need to continue the candidate experience conversation.

What I should have titled the post is “We don’t need Recruitfest to know there is a problem with Candidate Experience.”

To even up the score, I’ve called this post: “We don’t need #tru!”

The reality is, you don’t need #tru to know there is a problem. We have all been talking about it for a long, long time, but that seems to be most of what every event has been doing.

We devote a chunk of time at #tru events to talking candidate experience. We always have done.

The conclusion is always the same:

  • Candidate experience is key to what we all do.
  • The Candidate experience is largely broken.

Anyone that has heard me speak will know that I take the view that in any staffing business, wether recruiting, technology or in a different way direct hiring.

It is the candidates that get hired that earn the fees.

It’s how we earn our money and what we get paid for.

The hiring companies just sign the cheques.

For this reason, I believe that everyone in the chain should be afforded the same professional courtesy and honesty.

What I have realised from the whole friendly exchange is that you don’t need to come to a #tru event either to agree that there is a problem with the candidate experience or that something should have been done about it a long time ago.

I’m going to focus my efforts on highlighting good practice through shared case studies, and tracks about simple solutions. I’m going to call in more job seekers to talk about what they want and need, and work with companies that don’t want to talk about candidate experience, they just want to provide a positive one. That would mean that you really do need to be at #tru.

Lets stop talking about the problem we know exists, and start talking about the solution.

That is what you need from #Tru, #Recruitfest, #ERE and all other events. To talk solutions not problems.

Be the ambassadors for #Brandrecruiter

Please post in comments the best examples of good candidate experience you know of. Those are the people I want to be talking to and sharing.

One comment on “We Don’t Need #Tru

  1. Bill, I was going to write a post of the same name, good thing you beat me to it. 😉 Just kidding.

    I am going to write a post with some thoughts about candidate experience once we have the videos from that RecruitFest! discussion up… You’re right in that the conversations don’t seem to move on – we just keep saying, it’s important, it’s important. Really this time, it’s important… And nothing much seems to change.

    But it’s such an individual and corporate decision that maybe we just don’t easily see the ramifications of these kinds of discussion. We will never see a formal candidate bill of rights adopted because each company has different goals and values, and different supply and demand issues around talent. From these conversations at conferences and online, everyone will take something different and perhaps change their program or execute on a recruiting plan a little differently. So just because no universal solutions come out of these conversations, it doesn’t mean that action is not being taken.

    In terms of individual success stories, it’s going to be easy to point to a Pepsi, Accenture, or Starbucks for their followup, nice website, and well-crafted overall experience. But I think the core solution starts with individuals, which is much harder to track or make an example of – it’s the one recruiter making the hard call to reject a candidate or the difficult but honest choice of of telling someone they aren’t qualified, etc… It’s the little things in this process that matter, and they are sometimes the hardest things to track or measure.

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