The modern recruitment process

Simon Werner-Zankl
Nov 20, 2017 · 5 min read
Old vs. new. Illustration: Jacob Rudenstam

Most often when I meet recruiters I can see one thing that most recruiters need to change, their mental picture of the recruitment process. It is time to phase out the dotted straight line and think of the process as a dotted circle. Why is this important? In order to attract talent and keep the number of candidates applying high, you want every candidate to feel that they would start all over again, and apply for other interesting jobs at your company. Even if they are not selected at the end of the process.

This small change in mindset will bring a big change in your organization and employer brand.

The old way of thinking

The old way of thinking about recruiting. Illustration: Jacob Rudenstam,

This old way of looking at the recruitment process has major drawbacks compared to what I am going to suggest as a new way of thinking about the recruitment process. But first, I will run through the downsides.

The major drawback with the old view of the recruitment process

This is a company where i want to apply for another job.

Why is this so important? If you have read my previous posts you know that I have aligned my definition of the employer brand with the most common statement of what an employer brand is; “how potential, current, and previous employees perceive you as an employer”.

It’s most important to focus on potential employees because they do not see or experience the things that are impacting how the current employee's feel about their company. Candidates do not get rewards, bonuses, flexible hours, free insurance, ping pong tables and so on. They “only” hopefully get great communication throughout the process. The previous employees are dependent on so many factors that you do not control. Employees quit for many reasons and they are happy or not happy about it for so many different reasons. Many of which you do not control such as cutting staff, personal matters, structural changes and so on.

With the potential employees, you have control over how you are perceived. Your way of handling candidates in the recruitment process will fully impact your ability to convert them into promoters. Now let us start to focus on them and my model for a modern recruitment process.

The modern way of thinking

The new of thinking about recruiting. Illustration: Jacob Rudenstam,

This is the modern way of thinking about recruiting. The straight dotted line is changed to a round dotted circle. At first glance, it might look simple, but I will tell you how this is a small step for a recruiter, but one giant leap for recruiting(yes, this is a reference to Neil Armstrong 🚀).

Working with the task of finding new colleagues you are faced with so many different challenges. Maybe your brand is not attractive, maybe you don’t have the resources to compete with salary or maybe you are struggling with candidates not applying. There can be thousands of challenges and they differ from organization to organization, department to department, recruiter to recruiter and so on. The best thing you can do to skip many of these challenges is to build the employer brand so strong that it will be a magnet to your candidates. It all starts with making sure that you see the person behind every application and respect the time and effort they have put into applying.

Strive to end every recruitment process with every candidate thinking: I want to apply for another job here!

I guess you are starting to see the point with the dotted circle instead of the dotted line. You have to think about the recruitment process as a circle that candidates are supposed to be attracted to going through many times.

A modern mindset will affect your employer brand

“The best thing you can bring to the table when you have challenges in recruiting is a strong brand. This little shift in mindset gives you the best tool.”

So let's all agree that it doesn’t matter if the candidate is right for your company at this moment. They are still thinking, feeling, and talking about their experience when applying. They are communicating with friend and family in a way that is having an impact on your brand. This little shift in mindset will make your employer brand stronger and help you create more possibilities.

Just to give you an understanding of the current statistics from 90+ companies that systematically have been measuring their candidate experience for the last 12 month

Experience data from 171 502 candidates that have responded to candidate experience feedback forms the last 12 month.

1 in 4 (23%) of all candidates that have been through a recruitment process answers “no” to the question: Would you apply for a job here again?

1 in 20 (4,9%) of all candidates experience technical issues when submitting their application.

1 in 3 (33,23%) of all candidates that do not pass selections have not received any feedback.

As always I am more than happy to discuss recruiting and the challenges further so feel free to comment, hook up with me on Linkedin here or send me an email: 👋.

PS. If you found this helpful and want to read more like this article please Clap 👇 or follow this blog data-driven HR.

Candidate experience analytics

This is a resource center for articles about candidate experience

Simon Werner-Zankl

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Passionate about data driven HR, startups and true believer that passion never fails.

Candidate experience analytics

This is a resource center for articles about candidate experience

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