The Candidate Experience is one of the 17 key strategies in the Hiring and Retention Framework for Successful Growth. It is how candidates experience you, your brand, and your company culture. When I asked 36 startups and venture capital founders here in Miami if they knew what it was and why it is integral to the success of their business(es), short and long term, only 1% could answer both correctly. Less than 5% had heard of The Candidate Experience as it pertains to the global movement and success framework for every business, any industry, any size. Out of that 1%, only half had invested in how to get it right.
Here’s how you and your company(ies) can be a part of the .5% who are winning.
The Startup Growth Standard: Rule of Threes
Your candidates and employees will remember 3 things:
1. How you treated them
2. How your interviewers (teammates) treated them
3. How they personally experienced your entire hiring process from the moment they interacted with your company for the 1st time to the last moment, whether you hired them or not.
The Candidate Experience your company rolls out is either:
- Intentional (Conscious)
- Unintentional (Unconscious)
- Determines the culture, reputation, and profitability of your company
You have 3 choices:
- Invest: in getting it right by hiring a hiring and retention strategist (not a recruiter) who has been in the trenches and has the framework in hand and can coach you and your hiring managers to succeed.
- Consider: investing and wait until you have turnover, reputation degradation, culture deterioration, and lost profit from overspending, time inefficiency and frustration.
- Don’t invest: and continue to focus on resumes, numbers, and the assumption that you and your teams are the experts in an area you’ve never been trained to do.
“Everybody has talent, but ability takes hard work.” – MJ
As Michael Jordan knows, knowing something and training in it will yield 2 very different outcomes. He wanted to be the best as an individual and as a teammate. He knew he’d never win a game alone. He never assumed he knew every angle, every move, so he hired the best coaches to illuminate his blind spots, give him feedback and show up with their veteran expertise. He trained consistently. He admitted his weaknesses and made them his strengths by transforming his way of thinking and being, every day.
And as Mohammed Ali stated perfectly, “Winners are made outside of the ring.”
Your company, candidates, employees, and you, are counting on you to be a different kind of leader, today. Right now. To be that .5%. Those who invest in their #1 asset by building the foundation before stepping onto the court, will give you the highest probability to win the game, to be the leaders who leads their team by example to win over and over again.
How bad do you want to win? How badly do you want your team to win?
Alana Fulvio – Creator of the “Hiring and Retention Framework for Successful Growth”.