Want To Grow Your Startup? This Is What Your Candidate Experience Should Look Like.
If you’ve been reading my posts or articles, you know candidate experience is a subject I take seriously.
It’s something I’m passionate about, since the quality of an interview process is a big indicator for how a company treats their employees once they’re hired. But a few recent experiences have made me aware of just how serious of a problem a poor candidate experience is for companies.
While I’ve written about why candidate experience matters if you want to grow your startup before, I realized recently that many companies just don’t understand what it looks like when it’s done well.
And indeed, there’s very few articles about it online that aren’t “5 tips to blah blah blah” which actually give you a good picture of what a great candidate experience looks like when it’s done well.
So I decided to put together my own “blueprint” based on what I’ve seen in the last 20 years in sales, recruiting, and startups.
Something to note: it would be impossible to give you a cookie cutter template for your interviews. That’s something that will change depending on the role you’re looking to fill and your company along with the players involved.
But, what I can do is give you a clear picture of the things that I’ve seen over the last 20 years that really make interviews sing - and make your startup magnetic to the kind of talent that is going to grow the mess out of your business.
Alright! Buckle up. This is going to be a doozy. First, let’s start with you and your team.
The mindset for creating an amazing candidate experience.
I’ve been fortunate enough to work with some amazing people over the past 2 years with ATP. And the one lesson that has always stuck with me is that hiring amazing people starts by engaging your prospective team members through a collaborative a