Competition to attract the most talented people first created the notion of the ‘employer brand’ in the 90’s. The idea is simple: take the same marketing and brand-building techniques used to attract and retain customers and use them to attract, hire and retain good employees.
1. The brief
This should be clear about the role, the ideal candidate profile, the company and its challenges.
2. Candidate outreach
Following candidate research, the second step is the initial contact between the search consultancy and the ‘long list’ of people this throws up.
3. Initial, face-to-face meetings
This is the stage where a long list of candidates gets reduced down to those who will be short-listed for client interviews.
4. Feedback from the search firm
The search firm consultant who interviewed them should always personally telephone all candidates to explain the basis of their decision, offering honest and constructive feedback.
5. Feedback from the client
As candidates progress through the multiple rounds of client interviews, they have a right to expect timely and detailed feedback.
6. Job offer and closing the deal
When the process finally results in identifying the right candidate and an offer is made, the consultant’s role in ensuring a good candidate experience perhaps enters its most delicate phase: securing a rapid and transparent closing of the deal.