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The Hard Rock Firenze Candidate Experience#SocialRecruiting


You might recall my recent post on the recruiting campaign Hard Rock Firenze are conducting for the opening of a new cafe in Florence. 3 weeks from launch, the application process is closing and the selection stage begins in earnest. The fan page now stands a few short of 9,500 fans and the excellent Work4Us application has processed over 3,300 candidates, applying in multiple formats and languages. From a response point of view, this is success to stage one, with all objectives over achieved in terms of volume and looking at the breakdown of applications, relevance.

What has been most notable has been what potential candidates have been asking about on the page. 95% of the questions have been about the process. difficulties candidates are having applying, attaching C.V.’s, finding the right job, what language to apply to etc. All of these questions have been easy to answer quickly, encouraged by the promise that they can apply by the Work4Us app, by e-mail, even by video, and that every application will be read by a person.

Theres a team of 8 hiring managers, half Italian, half English, who have been assembled to do this over 4 days. The candidates are well aware of the feedback process, and there’s a series of livestream events scheduled on the fan page to answer questions live, direct with the hiring managers.

As a result of some confusion over end of application dates, it was possible to pick up on the issue quickly via the Fanpage, resolve it by moving the deadline by 24 hours, and what could have been a cause for complaint against the employer brand, has attracted public praise and appreciation. I’m not sure how this would have panned out on a traditional careers site.

The interview booking process, which is normally a logistical nightmare, has been streamlined, with the succesful candidates booking slots via Tungle, filling the recruiters diary. The whole hiring process for a new opening (150 staff), will be completed in record time with much clearer communication. I’m sold on Facebook, and the level of belonging and engagement that a good page can generate, that would be hard, time-consuming and expensive elsewhere. Even a process error, which could have proved a PR nightmare, has been turned in to a positive situation because it was easy to spot, pick-up and publicly respond to.

Kudos to Alison McCue who has championed and implemented the campaign, and all the team who have been monitoring comments, responding quickly and engaging with potential customers and employers. It’s been a great campaign that puts the candidate experience at the heart of the process.

What have been your experiences of recruiting through Facebook?

Bill

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