“Talk is cheap; what’s in it for the candidate?.”
When meeting candidates, companies should challenge the classic interview format, not only to elicit the candidate's core competencies that make them suitable for the job but importantly, to present the core narrative that contains “what’s in it for the candidate”. Conveying what a company has over competitors requires preparation, and the candidates must feel this. Candidates seek passion, commitment, and purpose over brands. Therefore, companies must appear with a clear core narrative and also to have something at stake. Our studies have shown that authenticity and equality in dialogue with the candidate are the crucial prerequisites for the candidate experience and thus the commitment that ultimately leads to “winning” the candidate.
In conclusion, the distribution of power has shifted in favor of candidates, and it will take far more to “move” them than before. How can companies stand out? What does it take to attract candidates? And how can one work more strategically with a candidate pipeline? The candidate experience represents an engine for creating candidate commitment, as a strategic tool in recruitment for companies to use to succeed in hiring. A prerequisite for success is determined by the strategic partnership between the company and the headhunter, where we constructively and directly challenge each other on “best practice” and support and ensure solid business results, growth, and development through optimal and effective employment strategy.