If you need top tier talent invest in respect.
We help companies improve their employment brand
By improving their candidates' experience
So they can attract stronger candidates & build a stronger company
Employment branding, candidate engagement, and the importance of the candidate experience have become popular topics among human resources and recruiting professionals. These concepts are driving some very important changes in the recruiting industry and for good reason, the way you treat employment candidates has a significant impact of your company's success.
So why aren't employers everywhere rushing to adopt new organizational structures and install the new software being touted by many recruitment process outsourcing companies? Could it be that the changes employers have to make involve giving up more control than they are comfortable with?
Some employers are hesitant because the risks associated with system unreliability, workflow interruptions and high upfront costs outweigh the benefit of being able to outsource their recruiting process. If you've ever been through a bad system integration you cant blame them for being hesitant. The solutions some RPO companies are prescribing to resolve employment branding and candidate engagement problems are just not a good fit for many small and medium size businesses.
That's why Hire Respect takes a different approach, we are a true stand alone service, no retraining, no hardware or software to buy and no systems integration; just a scalable ready to use resource that makes it safe and easy for companies of all sizes to improve their candidates experience without giving up control.
As the recruiting industry continues to change and adapt to new technology you will see a greater move towards task specialization where the 'recruiter' wont be the only player in the game. The industry has already split out the role of 'Sourcer' as the person that finds qualified individuals and matches them up with open employment positions. The 'Recruiter' comes in next and persuades the candidate to apply for the open position; after that the recruiter hands off the candidate to the HR department to keep the candidate engaged through the rest of the hiring process.
The problem with this model is that the human resources department isn't sufficiently staffed, trained or motivated to keep candidates properly engaged. Fortunately, Hire Respect is sufficiently staffed, trained, and motivated to keep candidates engaged and produce results, that's the heart of what we do. In addition to being understaffed and over tasked, today's human resources departments are primarily focused on benefits administration & compliance issues not servicing employment candidates, even though it is a vital need.
Beyond the risks many recruitment process outsourcing companies ask employers to take with system integrations and work flow interruptions; there is some question about the actual benefit their type of candidate engagement produces. A commonly held idea is that more 'touches' and 'connections' with a candidate automatically produces a better candidate experience; as if more technology is the way to resolve the feelings of disconnectedness and objectification motivating candidates to seek new employment. We see it differently, at Hire Respect we embrace technology and leverage it to increase efficiency, but we recognize its limitations. We believe that the value and depth of the the connections, not just the volume of connections, is what produces a better candidate experience. The fact is, nothing communicates respect & establishes trust like personal engagement, if you need top tier talent you need to engage those candidates personally.
Your candidates get first class treatment.
We define the candidate experience as:
The candidate experience is the felt impression left by the sum of the interactions a candidate has with a potential employer.
The candidate experience is driven by a variety of subjective measures that individual candidates will value differently based on personality, prior experiences, and their expectations. In this way Candidate Service is very similar to customer service; wherein the service provider must be in tune with the candidates perspective if they hope to leave the candidate (customer) with a favorable impression of the business they are interacting with.