3. Recruitment process

Nowadays information about recruitment process and candidate experience are widely shared on different websites and social media. If in the past the process was private to the candidate and was known only by HR department, now everybody can share a negative candidate experience with the world.

A simple look at the statistics shows that one of the biggest fears of company not treating well their candidates is now reality:

“Indeed, in a study of 4,500 workers in the US, 78 percent said they would talk about a bad experience they had with a potential employer with friends and family, 17 percent said they would post something about their negative experience on social media, and 6 percent said they would blog about it.” (“The Rise of HR Wisdom”/ HR and Transparency by Susan Meisinger)

When I applied at my first job more than 10 years ago, it was really hard to find a friend who has worked there. Now, just one simple Linkedin search, where I have 1300+ connections from different companies, makes it very easy to contact someone working at the employer I am interested in, even in companies with less than 20 employees.

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I decided to focus on these three, but there is also transparency about promotions and opportunities, transparency about company difficulties and threats that the business experiences, which will help the employees react with much more consideration on the rumors, transparency about leadership and management practices. I am sure you can think of even more 🙂

And what do you think?

We live in the age of transparency. Don’t lag behind.