Nowadays, you can’t have an efficient and productive recruitment strategy that doesn’t include gathering feedback from your employees as well as your candidates. Why? Because we live in a modern day and age when people actually want to interact with their favorite brands, and no longer will they want to work for companies that don’t respect them, or have an amazing company culture. But having a positive workplace culture is not the only quality candidates are looking for nowadays, which is exactly why you need to gather relevant insights, listen to what they have to say, and use that information to optimize your recruitment process.
Do this right, and you’ll be able to leverage that information to take your company forward as a whole. Your HR experts have a unique opportunity here to ensure all employees are treated equally and fairly while at the same time optimizing internal processes to maximize productivity, team cohesion, and long-term success. With all of that in mind, here are the five ways candidate feedback can help you achieve your goals.
Discover what motivates the best of the best
The top candidate of today is a tricky beast to catch, and if you’re not careful, they will slip out of your hands just when you think the deal is done, and they will take a job at your competitor’s brand if the offer is more appealing. What makes their offer more appealing than yours, you ask? Nobody knows, at least we can’t be certain without the right information in our hands, and that’s why you need to gather candidate feedback and research the market thoroughly in order to find out what actually motivates the best of the best in your field.
If you think they left for a better paycheck, you might be right, but it’s more likely that the top candidates choose some brands over others because of the additional perks they offer. Perks like more vacation days, flexible work hours, or a better, more wholesome company culture. Keep in mind that they might have uncovered something about your brand from your past employees that doesn’t sit well with them, but you won’t know that until you get in touch and ask them.
Strengthen your value proposition and brand
You can learn a lot about your brand, its strengths, weaknesses, or the unique opportunities you have and the threats you’re facing, by simply talking to the modern job-seeker. Now, it’s important to get the whole picture by gathering feedback from multiple sources, and these include your employees, potential employees, candidates who have applied for a position at your company, and the digital world as a whole. Be sure to monitor your brand’s reputation in the online realm at all times to see in what context people are mentioning your brand.
As far as your candidates go, they definitely have an opinion of your brand, one that they have formed on first contact. Their opinions can prove invaluable in shaping your employer brand and helping you build a better value proposition in time for the next cycle of talent acquisition. If you gather enough feedback from all these sources, you can create a more detailed analysis of your recruitment process and even your entire brand.
Obtaining continuous feedback with VoIP
Nowadays, it’s no longer enough to simply gather some feedback, craft a report, and think that you’re done for the year. Keep in mind that recruitment trends change continuously, and that the things candidates say today might completely change in the following weeks or months. This is why you need to continually gather relevant feedback by using a comprehensive communication system, something cloud-based like VoIP.
Given the fact that voice over internet protocol is a modern phone system with plenty of perks and handy tools, you need to find a VoIP provider that offers call analytics so that you can gather information quickly, but also conferencing tools, surveys, mobile communication, and more. These features will allow you to stay in touch with employees, candidates, and all other important actors on the job market so that you can keep collecting feedback to improve all of your processes throughout the year.
Make your onboarding process more efficient and effective
Onboarding new employees can be a grueling task even when you’re all working under the same roof, but now that you’re most likely hiring remote workers, the task can seem insurmountable. Luckily, you can make onboarding a breeze by adopting smart techniques, one of which is gathering feedback from your current and past employees, as well as candidates to figure out which parts of your onboarding process work well, and which should be improved.
What you will invariably discover is that there are definitely some areas where your HR managers can make the lives of your candidates and new employees easier. The only way to discover them, however, is by listening to what they have to say.
Learn how to cultivate a winning company culture
Finally, keep in mind that no modern employee will want to work for a company that doesn’t nurture a winning workplace culture. Even if everyone is working remotely, you still need to create and preserve a positive company culture in order to welcome the new employees into your brand. To do this, gathering feedback will prove instrumental, so be sure to ask candidates what they consider to the ideal company culture, and then compare the answers to the feedback your existing employees gave. Collate your findings to craft a culture that works for all.
Good business decisions are made on relevant, timely, and verifiable data. Instead of following your gut feeling, be sure to start gathering candidate and employee feedback to take your business forward and elevate your recruitment and onboarding processes.