Salt Lake City companies are encouraged to use social media to market and engage candidates. They are besieged by social media experts who want to help them create an experience to engage candidates. Sounds a little like engaging consumers, doesn’t it?
Additionally Salt Lake City companies are encouraged to brand themselves as employers – much like they brand their products or services for consumers. The purpose is to create a brand that the company wishes to project rather than allowing the employment market to create a brand for them – and candidates will do so.
Sometimes it is useful to ask simple questions about a company’s recruitment process. For instance when the company has more calls for its products or services than current staff can handle, what do they do? Generally they hire and train more people to handle the additional calls.
When the same Salt Lake City company has more candidate responses to its social media efforts or postings than they can efficiently handle, how do they typically handle it? Do they hire more professionals to help them process the additional replies, or do they look for ways to screen out candidates?
The candidates will brand every company’s recruiting process. You will hear comments like, “It’s a Black Hole. Don’t bother responding unless you are desperate.” OR “They don’t seem to be able to make up their mind.” OR “I have sent them resumes for positions where I am uniquely qualified, and never heard from them.” Worse yet is the comment “They took so long making up their mind that I took another job.”
Companies spend a lot of money trying to attract the best candidates. It is sad when they lose qualified candidates because they were not prepared to process and interview them; or worse take too long to decide they are interested in them and lose them. This candidate loss is a waste of corporate resources.
The most successful Salt Lake City companies treat the recruiting process as a sales and marketing process. As a result of treating the process as other business units, they gain the respect of their consumer – the candidates.
SHRM and other Human Resource professional associations are pushing the title of Human Resource Business Partner. That title is earned as a result of treating their functions as business units. There are some very fine Human Resource Business Partners in Salt Lake City. It would be wise to learn from them and create a recruitment process that mirrors the business sales and marketing process; and treat candidates as consumers.