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The Golden Rule of Talent Acquisition and Candidate Experience

By Kevin Grossman on Reach West

“Approach talent acquisition as you do every important relationship—with compassion, transparency and open communication—and treat candidates the way you’d want your mother treated if she were interviewing.”

That’s West Monroe Partners’ Golden Rule of talent acquisition, which Adela Schoolderman shared with attendees of a recent Talent Board webinar. Schoolderman is Talent Acquisition Manager and Diversity & Inclusion Leader at West Monroe Partners, a Chicago-based consultancy and a first-time CandE Award winner in 2016.

For Schoolderman and her firm, its Golden Rule isn’t just a slogan. They live it every day.

“Your candidate experience is your talent brand,” she explained. “You can devote tons of brainpower and money to developing awesome talent marketing campaigns, but the quality of your candidate experience is what matters most. The interaction candidates have with your recruiters and your application process speaks louder than anything else. It’s what truly influences how your candidates feel about you.”

Schoolderman knows firsthand that the majority of any company’s applicants don’t get hired, and rejected applicants are going to form opinions about your company and then share those opinions in public forums like LinkedIn, Glassdoor and Fairy Godboss. “That’s why we need to treat every single candidate with respect and care,” she said. “Think about how negative product reviews on Yelp or Amazon actually influence purchases. The same thing happens with employer brands, no matter how great their recruitment marketing strategy is.”

Recruiting Is Everybody’s Job

The latest global Talent Board research report shows that winners of the 2016 CandE Awards have leveraged the power of employee testimonials, social posts and candid reviews to a greater degree than ever. West Monroe Partners takes this to a whole different level with its “All-hands-on-deck!” approach to talent acquisition…

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