By Zineb Kobi
The true passion of Zineb is the positive psychology or the science that explains happiness!
Term “marks employer” is in the air of time. And us, recruiters, are main concerned. Why? Simply because we are the first contact of the candidate with the firm and often also the last.
I explain. One of the key stages of our recruiter’s job consists in searching the best candidates answering criteria defined for post. This research is in full evolution, strongly had an impact by the emergence of new tools today. We speak of sourcing digital, making intercede social networks: Linkedin, Viadeo… We are therefore capable of targeting and communicating with candidates’ significant number in record time. The question which settles since then is how to assure an efficient monitoring of the candidacies which are as a result more and more? How to give a return to all persons approached for a post?
For their part, the candidates are capable of assessing but also exchanging around the professionalism with who their candidacy was treated. The word of a candidate took a lot of weight since the experience of recruitment is shared and amplified by social networks. Across to them friends and professional relations, any information can be broadcast to thousands of persons fast. And as for all experiments lived in the daily, we have more tendency to share a negative experience than a positive or neutral experience.
Suddenly, social networks, forums, freight forwarding is filled back from negative experiments having an impact on the picture of the firm. The candidates complain more and more too long delays of treatment of candidacies, of absence of feedback further to discussions, of reference catches accomplished in a light way. Therefore, a not professional treatment of a candidacy is not only harmful for the candidate, it is it also for the firm.
Recruiters, remember, you are the first distribution channel of mark employer. You are the window of the firm. It is across you that stocks of your structure must be transported.
While to make?
Of course, it is important to set up a true strategy of management of mark employer! But beyond of the theoretical aspect, it is a question of remaining vigilant during all your process of recruitment. You have as objective to put the good person in good post. But keep at the head that the candidacies which do not suit also deserve a return which is going to allow them to advance and to improve in their professional life.
Think from time to time of having a quick look at forums to “listen ” to what the candidates say about you. Even if the negative comments never please, they allow to call into question and to re-centre the way he works which sometimes in the course of time becomes quasi automatic. It is good to take criticism of time on time as a present!