Storming the Gates

Today, Recruiting departments are seeing a large uptick in the number of applications they are receiving for open positions.  Not surprising news given the economy and unemployment.  But this increase comes even as the number of open positions has plummeted, in some cases up to 70% fewer openings than this time last year.

This “storming the gates” by job seekers (both unemployed and active as well as employed and nervous) is a double edged sword for most companies; on the one hand, your recruitment advertising dollar is producing far greater return than in the recent past but the danger is that your brand is probably suffering.

Why?

Because most companies do not have a robust candidate experience plan in place and are therefore overtly or inadvertently creating a terrible candidate experience with their employment brand.

As we talk to recruitment leaders across the country it seems that most are still focused on the classically conditioned value of a recruiting organization – the candidate to fill a role.  Some have recognized the opportunity to build valuable pipelines of hard to find profiles but with so many people out of work, a pipeline you build today may or may not bear fruit when it all turns around – too much time and too many variables between now and then. 

So what major opportunity are these leaders missing today? 

A once in a lifetime chance to truly separate your brand from the rest of the pack by focusing on the gate storming candidate.

Yes, I said focusing ON- not ignoring, being judgemental of, lambasting around the water cooler or simply disdaining but being and acting GRATEFUL for their application.  Trust me, there will come a day when you will look back and wish you’d not missed this opportunity.

Those companies who treat “candidate service” like “customer service” will win the talent wars always.  It is these companies that people talk about at cocktail parties, church gatherings and other social events.  The candidate you treat well today will lead their friends, families and today, their LinkedIn and Facebook friends to your door. 

So what does it cost you to do this because we all know you have no money right?  Nothing.  Literally not one red cent.  You see, every department, every system in every company is already poised to do it.  What it takes is that “eagle path” I wrote about on Monday – being fearless in your advocacy of these candidates within your company and choosing to focus on what some consider an “intangible” in recruitment – being a company that people WANT to work for.

I have many examples of exactly how this has occurred at companies large and small across the country.  If anyone is interested – they are happy to share the secret sauce of this endeavor.

Remember this, if you choose to ignore this opportunity today, you will not get it again because EVERYONE will be talking about it when talent gets scarce again.