California’s legislature passed a pay transparency bill. I’m a huge advocate of closing the pay gaps based on ...
Make these 20 projects their focus instead.
➤ Convert those awful job descriptions to job postings to attract talent. Not bore them.
➤ Create Employer Brand collateral – video interviews of leadership and employees
➤ Conduct in depth exit interviews to improve employee retention
➤ Interview and coach your employees to help them grow their career internally
➤ Develop career pathway program so employees easily understand promotion options
➤ Create automations in the ATS to speed up the process during future hiring peaks
➤ Provide training to hiring teams on how to effectively interview
➤ Develop standard hiring processes and assessment methods for “regular” hiring needs
➤ Construct a Succession Plan and process
➤ Create Employer Brand collateral – “Day in the Life” blogs of key teams (sales, customer service, engineering)
➤ Analyze how to handle internal pay equity, especially in relation to external hiring.
➤ Create a program to move pay increases from a COLA to a performance-based system
➤ Gather feedback from all applicants in the last year. Analyze data. Improve hiring experience.
➤ Develop meaningful DEI programs to diversify future applicant pools
➤ Plan early career pipeline and/or internship programs for future use
➤ Identify new associations, universities, meetups, and tools for sourcing
➤ Develop and populate LinkedIn Recruiter projects for recurring hiring needs
➤ Improve process for preboarding (between offer and start date) to decrease fall offs
➤ Improve onboarding and first week experience
➤ Promote hiring team engagement during preboarding. Establish check lists and automations.
➤ Create or refresh your career page content
In case you’re wondering where these ideas came from, I did them during the Covid crisis.
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Candidate Experience sucks right now. That’s it. That’s the show.
If you think back to 2021, when the job market was on fire, it was top of mind for everyone. Not just LinkedIn think pieces, but companies poured lots of time and effort into white-glove interview processes.
Now that the market cooled off, so did the effort. But there’s a disconnect: attracting talent isn’t any easier right now. In fact, it’s harder when you inadvertently cut corners.
Jeff Smith and James Hornick explain why ignoring candidate experience is costing companies big in The 10 Minute Talent Rant, Episode 111, “Candidate Experience Has Never Been Worse”
Episode 111
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