That's a great question. I expect that few employers audit their own process from the candidate perspective.
Like you, I've worked with many HR departments, including on in-house recruitment projects, and the intent is generally to do right by their candidates.
However I can also say that the same people view recruitment as an administrative requirement rather than a commercial opportunity.
Working with hiring managers directly, I typically share insight on what the market is like at the time, and it's often a surprise, given they are busy with their own roles.
Such a shame and a missed opportunity. Costly too, if you consider the re-recruitment costs when candidates bow out of the process or leave disappointed.
Great article and background insight! It's interesting hearing you talk about how employers don't know about the jobseekers experience.
Having worked on implementations of recruitment systems in the past I know HR departments most certainly are well-intended.
How much actual research do you think they do to confirm what they think is a good experience?
That's a great question. I expect that few employers audit their own process from the candidate perspective.
Like you, I've worked with many HR departments, including on in-house recruitment projects, and the intent is generally to do right by their candidates.
However I can also say that the same people view recruitment as an administrative requirement rather than a commercial opportunity.
Working with hiring managers directly, I typically share insight on what the market is like at the time, and it's often a surprise, given they are busy with their own roles.
Such a shame and a missed opportunity. Costly too, if you consider the re-recruitment costs when candidates bow out of the process or leave disappointed.