How to become an authentic voice in your market 

Katrina Collier is on a mission to end the collaboration chaos that ruins recruitment and candidate experience. And she joined us on episode 66 of the Talent & Growth Podcast to discuss how you can be a robot-proof recruiter. 

In this episode we cover how to make the most of your LinkedIn profile, The inspiration behind The Robot-Proof Recruiter and tips for becoming an authentic voice in your market. We’ve highlighted these tips for you below. 

What are your tips for becoming an authentic voice in your market? 

I am the same when you meet me as I am online so could use that buzzword ‘authenticity’. You need to be genuine, be yourself but also don’t make it about you. Whether it’s your LinkedIn, newsletter on a blog or podcast- share updates that help and ensure that you are adding value to the industry. Rather than a recruiter creating a post to moan that somebody’s written their CV in a ridiculous font – why not write a post for your top three tips for writing a CV. That way, you are adding value, rather than being perceived as being judgemental and critical which I see going on far too much.  

Another enormous part that is often overlooked is this issue of ghosting clients. If you want to come across as a valuable recruiter, just doing that alone is enough to build a brilliant reputation. You may not be well known on social media, but you’ll be known in your market as a person that’s reliable, authentic and genuinely cares. Be aware that 84% of people who are ghosted by a recruiter feel down or depressed so we need to think carefully about the impact that we make as recruiters. You should always let a candidate know where they are in the process and remember that even giving them no news is giving them news. 

Making sure candidates have a good experience, whatever happens, is such a key thing. I very rarely get negativity when I tell someone they haven’t got the job as I can tell them why or what happened and they are grateful. It’s very important, like you have said about considering the mental health aspect of it which I haven’t heard discussed before.  

There are a couple of campaigns that are currently going on relating to the ‘circle back’ initiative the ‘end ghosting report’  carried out by Tripad. We need to remember that throughout the process how we feel is so different to how our candidates may be feeling. I recently came across a spreadsheet that someone had completed where they had written all of the applications they’d made and also written down every time they didn’t hear back from an application. I found this really eye opening. It’s important to remember that there is a human being behind every single email, call, text and you need to remember to go back to them. I know it’s hard but there is technology that can help with that now.  

Listen to more from this episode, just click here. 

On Talent & Growth we speak to talent leaders about the challenges they face and their solutions for attraction and retention. If you’re interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier, then this is the podcast for you.

How should our tech stack affect the candidate experience? 

Joining us for episode 44 of Talent & Growth was Chad Sowash one half of HR’s most dangerous podcast, Chad & Cheese. 

In the episode we covered what should our tech stack look like for hiring, what sort of recruitment marketing strategies show we be focusing on and the title for this blog, how should our tech stack affect the candidate experience, read on to find out what Chad had to say on the matter. 

Let’s say that we’ve got our tech stack correct. How should this affect the candidate experience? 

First and foremost, it should be about the candidate experience, then the recruiter experience. It’s harder today, at least it is here in the US, to find recruiters than it is to find software developers. This has led to recruiters now being pickier about the different types of positions that they take, because they can. No recruiter wants to be in a position where they have 30,000 tabs open and completing an endless list of menial tasks; they want to be able to be more human.  

Generally, recruiters get into the sector because they like people and want to be able to help people find the next job or that sought after career that really pushes them forward. Recruiters care. But, it’s hard to care when you don’t have enough time to personally deal with the candidate and make connections.  

So, at the very least, it should be incredibly easy for a candidate to give you their information. Question whether you still need clients to create an account. It’s no longer 1999 and people make purchases online every day as a “guest” to avoid inputting information to create an account. Your candidates will be giving you their information anyway through uploading their resume or CV. Make this initial process as painless as possible.  

Next, consider the experience of the recruiter. We begin to talk about scale and have individuals voicing concerns that they will have too many candidates. That is, once again, why you should be imploding your current process and taking a look at new tech stack. If the tech is right, it should be able to ask the right questions (but not too many) to push out the individuals who do not meet the requirements, then prospectively ask them if they want to apply for something where they do meet the requirements.  

But at this point we are still speaking in linear terms – talking about one job, one application process, one recruiter. But that’s the wrong way of looking at things. All of these candidates are being thrown into a black hole; it is our job to focus on their experience and maybe not getting them the job that they initially applied for, but helping them to discover what other opportunities they could be an ideal applicant for. We help them to see the many specks of light that are out there. Looking at it from the recruiter side, we again focus on the recruiter experience. You need to ensure that you are giving them something where they can be more human and do what they really yearn to do- help people. If you’re not allowing them to do this, you could lose them. 

If you’d like to hear more from Chad you can check out the full episode here. 

On Talent & Growth we speak to talent leaders about the challenges they face and their solutions for attraction and retention. If you’re interested in hearing about how companies are building a more diverse talent pool, how you can attract top people from the big players, ways to create a more inclusive interview process or learn about the latest and greatest automation software to make your life easier, then this is the podcast for you.