It’s an obvious but often ignored pattern in the recruitment industry; the most successful employers, the ones that get the best people the majority of the time, are the ones that focus on what their organisation can do for the candidate, and not what the candidate can do for them. This user-centric focus is all about the detail - making sure that from the very first moment your prospective employee walks through the doors, right through to when they sign their contract, they feel engaged with your brand and enthusiastic about the interview process. Most importantly, the smartest employers will think about how they would like to be treated in the same circumstances – if you wouldn’t like waiting for feedback for 2 weeks on a presentation you’d worked hard on, why do that to someone else?

Conversely, those companies that struggle to attract the best talent often share the same issue, namely that they are unable to offer a candidate experience that really reflects the supposed values of the company. Its all good and well having core values that suggest an agile, smart, people-first culture, but if this isn’t exhibited in your actions during the interview process (due to rearranged meetings, limited or no feedback, delayed decisions, poor interview questions) then the prospective employee is in their rights to doubt your commitment to those values. What’s particularly interesting about this article is that it confirms that the impact of a poor interview experience affects far more than future talent attraction (though lasting damage will inevitably have been done.) Poor recruitment process damages your brand, and can turn advocates of your business into people that will never use your products or services again – as well as telling all their friends about the negative experience they’ve had. Maybe it’s time to stop thinking about CV and interview feedback as a Talent issue, and more as a customer service exercise?