That’s an extraordinarily powerful (and positive) signal to send - not just to candidates, but to new hires and longstanding employees. When candidate experience is designed skillfully, top candidates get the impression your organization cares about its people even before they’re on the team.
Never forget: candidate experience is the first interaction a potential employee with your organization and its culture. Getting it wrong can give your organization a reputation that it’s hard to come back from. Prioritize candidate experienceĭesigning an outstanding candidate experience provides multiple benefits.
Sometimes the simplest strategies are the best: “The first step to building a recruiting machine is to turn every employee into a recruiter by soliciting referrals.”
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Google built its “self-replicating hiring machine” through several rounds of trial and error, but just like any great achievement, it started with one step. Some of the most effective recruiting and candidate selection strategies were simple. Throughout the process, several priceless learning experiences presented themselves.Īlthough they did generate plenty of press, zany interview questions and billboard puzzle easter egg hunts weren’t the most effective strategies Google used to bring in great candidates. In the book, he describes the challenges Google faced in their journey to hiring the best candidates for an exponentially scaling organization.
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Laszlo Bock shared the secret sauce behind Google’s recruitment success in his recent book, Work Rules!If you haven’t read it, definitely get a copy - it’s packed full of useful insights from one of the world’s top people operations practitioners. We’ve shared ten simple recruiting tips to demystify the process and help you consistently attract top talent. A truly successful recruiting strategy involves your entire team and several areas of your business that you might not expect.
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