The candidate’s experience in the recruitment and selection process has become one of the basic pillars of the newer strategies being used. As far as candidate management is concerned, the larger is the volume, the bigger is the chaos to be faced. This could overshadow the success of the selection process, and it could even have a negative impact on the image of the recruitment company.
Therefore, it is essential to master some of the techniques and rules that Marie Kondo proposes.
Let us review those rules and how they can be applied to the recruitment experience:
1. Becoming committed to organizing [becoming committed to your candidate]:
Commit yourself to the candidate, keep your word, be honest. Also, give them detailed information about the process so that they know what to expect. It is also important to be able to establish quick, and successful communication channels, that work both ways.
2. Imagining the perfect lifestyle [imagining the perfect recruitment process]:
Put yourself in the candidate’s shoes for a minute, and try to imagine the perfect selection process: every step is clearly defined beforehand, information is abundant. In addition, there is someone there, at all times, to answer your doubts, queries, and who can make all your concerns vanish.
3. Learning how to discard things [learning how to manage candidates]:
If a potential candidate does not fit the required profile or does not meet the needs, tell him. Do not waste each other’s time and energy. It is far too valuable. Perhaps it would be wiser for the candidate to invest that, very same time in searching for other opportunities in the market, that better match their specific needs and aspirations, at that precise moment.
4. Following the right time-line;
You should have a very clear idea from the very beginning of what the process is going to be like, of the number of speakers that will take part in it, as well as the number of tests that will be run. It always pays off. Arrange for check-points and follow-up with the candidates.
5. Honestly asking oneself what thing do and do not “spark joy” [honestly asking your candidate what things do and do not ‘spark joy’]:
It is vital to know what makes candidates happy, what is their motivation, and what it is that they expect from that specific process. Try to avoid unexpected and undesirable surprises later on.
To sum up, nowadays the experience of the candidate is very important. Whether it makes sense or not to apply to Marie Kondo’s philosophy, we must focus on the person we are interviewing. Sometimes is not possible to have customized contact with each one, but technologies can help us.
Recruitment processes are another way to show us to the world and it says a lot about a Company’s culture!