The Method Manifesto | The Candidate is Changing

The hiring company has always pretty much had the upper hand in the candidate experience.  Sure competitive organizations use elaborate resources to locate and persuade the candidate to be interested in working with your organization, however we all know that only one is hired.  That means that by default, the number of rejects a company goes through for one single search is heavily lop sided compared to whom they will eventually hire.

Insert candidate horror story here.  Many organizations have relatively brutal interview tactics.  While this is within reason...as many Talent Attraction practitioners would say...”we are looking for people to fill jobs, not looking for jobs for people.”  A companies priority is to find the best person to fill an open role.  I get that. However, here is what is going to become the second priority..candidate experience.

Why?  The days of asking a candidate that is tanking an interview to leave are over.  The days of not giving any feedback until they completete a form letter...yep those are over too.  While companies are scrambling from a marketing and customer service perspective to become more human...what virtually all do not realize, is their staffing departments are the Trojan horse in terms of liability.

Why?  In a current climate where the most obscure customer in his Mom’s basement in Iowa can create an absolute customer service nightmare by way of social media for a major company...imagine what a business professional whose social graph is not only as extensive but by the vary nature of the credibility of the person far more potent.  So the business personal is being interviewed for a Project Manager role.  He is reached out to on Linkedin by a recruiter.  He replies with his resume saying he is currently employed but is an admirer of the recruiters corporation and would like to know more.  The recruiter, due to OFCCP requirement, sends the candidate a link and says he needs to apply online.

The candidate, although passive, obliges and takes the 30 minutes (was supposed to be 15, but he had to reset his password twice because your companies applicant tracking system is a joke) to answer the canned questions and apply himself to the role. 

Then, the hiring manager has interest and wants you to do a phone screen.  The recruiter calls the candidates and do the first interview.  The second interview also happens by phone with someone else on the hiring manager’s team.  They like him and ask for him to come in and interview face to face with the hiring manager.  This interview gets rescheduled three times due to your hiring manager’s travel requirements.  The interview finally takes place (keep in mind this is now week 3).  The candidate makes up some excuse, uses a sick day, etc to be able to come in.  The 1 hour interview drags onto 2 hrs.  The candidate calls the recruiter and says it went well.  The hiring manager, still not persuaded says lets talk to one more person.  In the mean time, the hiring manager for a myriad of reasons decides on someone internal.  The recruiter (typically) drops the ball and ignores the candidates follow up emails for at least 2 more weeks and then sends an automated response from within the Applicant Tracking System.  

The candidate opens his email after a 6 weeks of interviewing to get an auto-generated email.  The candidate says to himself  ‘they didn’t even tell me ANYTHING.’  So he shoots a tweet out @yourcompany’sname thanks for the waist of time...I would rather spend the day at a DMV then sit down with one of your managers again.  Even with the smell! 

Then...something imaginable happens:  @candidate..I had the same experience.   @candidate me too.  @ candidate  what happened? @ candidate those jerks.

Then it goes viral.