How their expertise can positively impact business strategy

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There has been a lot written about the candidate experience, in fact, I’ve contributed a few of my own over the years. A recent Inc. article did a great job highlighting negative financial impact a poor candidate experience can have as well as how a positive candidate experience can actually generate more customers and revenue to an organization. I strongly encourage you to read the article but in a nutshell, Virgin Media turned a negative customer experience, which translated into a $7M dollar annual revenue loss (they lost customers because of their poor candidate experience) into a plan to add $6M in annual revenue by creating a truly positive experience.

It doesn’t matter what business you’re in, taking care of your candidates in an engaging way will reap financial and other intrinsic rewards. Though it’s very challenging to quantify the candidate experience, here’s a challenge: For years I’ve been recommending that organizations survey all the candidates that come through their recruiting process. Yes, every candidate. A simple question macedonia phone number resource on that survey should be “based on your experience in the recruiting process with our company are you more or less likely to become or remain a customer?”. This can change to “be more or less likely to recommend”, or “speak positively or negatively about your experience with us”. Whichever suits your business. Want to identify ROI? Watch the results roll in.

Still, think the candidate experience doesn’t matter? Let’s face it, we don’t ask these questions because we don’t want to see the answers.

A significant underlying challenge that most recruiting departments face is the lack of resources. Trying to do too much with way too little. Recruiters are expected to carry a crazy requisition load and to be experts in all areas of the business. As a result, organizations either willfully lavish ridiculous amounts of cash on “specialist” agencies or underwhelm their hiring managers with mediocrity – frequently they do both. Winston Churchill famously said, “A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty”. HR hasn’t traditionally done a great job of demonstrating the value they can bring to an organization, how they can contribute to the business’ success or

With a thoughtful approach to your people strategy, and understanding how having the best people in the right roles at the right time will impact your business, the business case to invest in your recruitment will seem to build itself. Thomas Edison once famously said, “Most people miss Opportunity because it is dressed in overalls and looks like work.” It will take time, effort and tenacity to build the framework to identify the impact Talent Acquisition has on your business, yet armed with the right information and the fortitude to see it through, we can drive significant demonstrable value into our organizations.