Takeover Unfiltered

Brianna Rooney: Hello, welcome to another episode of talent takeover

Taylor Bradley: Unfiltered.

Brianna Rooney: All right. Make sure you listen to the end for our broke boss tip by Taylor, otherwise known as my work soulmate today. we're gonna talk about candidate experience. And again, I feel like, uh, cuz these, these subjects are just so meaty. So we're gonna have lots of episodes for this, but we're just gonna dig into it and let's just see where it takes us. Welcome to talent takeover

Taylor Bradley: Unfiltered.

Brianna Rooney: When it comes to working hard and keeping it real. We know our. Self-care happiness, inner peace and time. I'm Brianna Rooney and this is Taylor Bradley. Hey y'all and we have thrived in chaos and turned it into in art form. So Taylor, what are we doing here today?

Taylor Bradley: We're here to give you a raw under the hood view of all things recruiting and finally give credit where credit is due to a long underrated industry. That's full of quote unquote experts.

Brianna Rooney: All right. Well then let's take this show to the road Taylor candidate experience. What the hell is

Taylor Bradley: It? Yeah. So from my perspective, it's really the journey the candidate goes through throughout the hiring process from start to finish. So from the time that either someone reaches out to them or they apply to a job all the way to when they start the job. So it's really that whole entire, every step of the way, what experience are we giving them? Or what journey?

Brianna Rooney: Yeah, that's great. So definitely just that outreach message. And we talk about, you know, bringing, being a brand ambassadors for companies and just that message alone, I think really sets the tone and really sets because like, let's be honest, people wanna talk to who they like,

Taylor Bradley: Right? Like that's it. Absolutely. Yeah.

Brianna Rooney: They're getting like what, like on the average and you know what, hold on side mini tangent. I have asked LinkedIn, Hey, do you know, you know, pre epidemic, post epidemic, what are the messages? How many messages are people getting every day? And they're like, oh, sorry, we don't have data for that. I go, great. Can I pay for that data? No, I can't. Okay. Um, but they're getting at least what 25 messages

Taylor Bradley: A day. Yeah, probably at

Brianna Rooney: Least. So you one again, we talk about having like the subject line on point. So like, okay. Finally, they open your message. That message has to be amazing and they have to get back to you and they have to like you. So that's the start then the real beginning is when they're actually talking to you, right. That recruiter phone screen. Right. Um, now best practice here. I know we talk about, you wanna get on the phone with people? Can that be done via email? I mean it's or LinkedIn,

Taylor Bradley: I think in 2022, it can be done, but I still see a lot of value in getting on the phone with people, even people who, you know, gen Z, millennials that are reluctant to get on the phone, wanna do everything through text. They still, it, you like that warm and fuzzies, like you said, whenever you like somebody you wanna do business with people, you like

Brianna Rooney: Yeah. You wanna talk to them? Yeah. You know, what's funny though, is like how you can, I don't know. I haven't been on Tinder yet. Sorry, bummer. But uh, I think about how you can really develop a relationship though. Yeah. Over, over LinkedIn. And I've had someone that I had never spoken to place this person twice. Thank you. And uh, our kids played together, but it was like, I had never spoken to that guy on the phone and he would like was passing through to go to Disneyland. Cause I'm in SoCal and uh, uh, yeah, but so you can develop a great relationship via LinkedIn or email, but yeah, that phone call is like super important. It just, you know, unfortunately cuz I'm in tech. Yes. I'm diva tech. Uh it's uh, and that's a whole episode, but uh, um, you know, a lot of engineers don't wanna get on the phone, but when you're a recruiter in other sectors that's just normal.

Taylor Bradley: Yeah.

Brianna Rooney: So, you know, how can they begin with like a big Harrah? Like what, what can be that good candidate experience with that recruiter screen?

Taylor Bradley: Anything that's customized, you know, anything that's not just generic. We all get it. The chat bots. When you go to a website it's like, hi, this is bill. How can I service you today? well and seems

Brianna Rooney: A little X-rated to be hide

Taylor Bradley: Still. How can I service you today? Yeah, that's a, that's a whole nother side hustle. Um, but anyways, uh, you know, I think it's really just educating the hiring man managers.

Brianna Rooney: Yeah. So, well I think, uh, sorry, sorry. Sorry to pull that. Uh, yeah. Corn on you. Well,

Taylor Bradley: And now my head's in like not appropriate.

Brianna Rooney: You're the gutter outta

Taylor Bradley: The gutter first trash it's trash. Yeah.

Brianna Rooney: So Ash. Yeah. so no, that first message, you know, um, I always say, well, this might put you back in the gutter. You give a little to get a lot yeah. Uh, so like for me, I, I think something that's universal to everyone is everyone enjoys a good vacation, right? Yeah. Yes. So my messages are always like, Hey, I'm going to, where am I going next? I'm going to Walt Disney. I'm gonna Walt Disney world in June. My God, do you have any like, you know, summer vacations, anything like that? Uh, and I feel like even if the person's not looking, that's like, oh, thank God. Save me from my work. I wanna talk about my vacation. Yeah. Like that's just something and that alone is a good candidate experience. I think

Taylor Bradley: Anything that's personalized like, oh, I saw you went to Baylor. I went to Baylor and I did X, Y, Z. Do you remember what, you know, the quad looked like, like anything that could be personalized, I think too to where you've done some research on them and also just the comfort of knowing you're not getting a generic message. Right. We've talked about that before those chat features where it's like, hi, Brianna, you look pretty today. And it's like, oh thank you. Oh, okay. You know, like I'll respond to you, chat bot but um, compliment me and I'll respond. But you know, I think it's anything that's not, you could tell it's not a generic email or a template or whatever it is. Like you said, they're getting hit up left and right. So really making it personalized as possible.

Brianna Rooney: Yeah. No, absolutely. And that's, what's important. So, all right. So let's just pretend we're on the phone with them. And then we're starting that official like relationship mm-hmm and we wanna set them up for success with whatever, you know, client company, we either via agency or internal and we wanna set them up for success. So what is really involved in like, what is important during that first initial chat? Whether it's on the phone or email,

Taylor Bradley: I feel like really getting to know what's important to them as far as, excuse me, as far as motivators, like really understanding what motivates that particular candidate, because you can obviously make assumptions based on their resume, what positions they've transitioned into, but asking them and really understanding is the company that you're recruiting for. Do their values. Does their mission align with what this candidate is wanting? Cause obviously, you know, from the jump and at that point that it's not gonna be a match. You know, what we do is essentially like corporate matchmaking. Mm

Brianna Rooney: Yep. That's why I said I am your best wing man, woman. I should say wing woman. I'm your best wing man. W wing man uh, but no, we are match makers and I think that's, that's the cool thing too. And I hate that that's now like a trendy term cuz I invented that years ago. Uh, but uh um, that that's the cool part is being able to grasp like what they're looking for. And I always say that that first call and yes, I'm sorry, we're in sales a little bit, but that first call is the start of the close mm-hmm and the reason why we say that is because naturally you brought up candidate motivators.

Taylor Bradley: Right, right.

Brianna Rooney: But that's, that's the huge stuff that's like, that is why a candidate is going to accept something or not accept something. And what I also like that you touched on is that we can make or break that first, you know, breakthrough on the company mm-hmm so it's like, we can say, great, you're perfect for this role. Or you're perfect for this certain hiring manager because we now hopefully know the hiring managers likes and dislikes. Um, but that also it's like, what is their journey about? And we can not waste their time and not waste the company's time. Exactly. Which is huge. And I don't think people talk about that enough when it comes to candidate experience, because that is all about, you know, not only are candidates, um, you know, anxiety filled to go through this interview process, but it's also a lot of time. Yeah. And so I think a recruiter, if they know their, they can say, this is good for you or it's not. Right. Um, do you think recruiters are honest like that?

Taylor Bradley: No. I don't think all recruiters are. I think ours are.

Brianna Rooney: Thank you. you're welcome.

Taylor Bradley: Um, totally unbiased opinion opinion, but uh, no, I mean, I really do think ours are because they're encouraged to be right. Yeah. You know, obviously we don't want employee turnover. It doesn't do us any good if they can't retain the person that we get, bring on staff there. And also we really encourage the team. Not that it takes much and they aren't naturally this way, but to care about the person, why would somebody leave? Or you encourage somebody to leave a stable job? Cause most of the candidates, as you know, that we reach out to are passive. So they're in these stable roles that they may be happy with and not even looking at all and perfectly content. And then we're disrupting that and selling them to go work for an organization that could end up being a total bust. If there's not a culture alignment, if it's not a fit. And if we know that on the front end, any recruiter like shame on us for still trying to sell them,

Brianna Rooney: Shame on us, shame on us. And that happens a lot. And I also think that when bad happens like that, that's why we get a bad name. It is. Yeah. Um, but to say that we're not an industry is insane to me, which again, another episode, fine. I'll stop but but yeah, let's go back to Canada experience and um, so what, how can a company on a positive motion, how can they change and enhance their candidate experience?

Taylor Bradley: Yeah. So I think I've told you this story before, but when I worked for Toyota, which was before candidate experience was even a thing, they had the best candidate experience and I really think it was all attributed to their perspective on the candidate experience. So Toyota viewed every candidate, like a potential customer.

Brianna Rooney: Ah that's cool.

Taylor Bradley: Boom, mic drop. Like how many companies that we work with. Yeah. How many does that apply to where if they truly treated the candidate, which nine times out of 10, our customers, you know, if they truly treated them like a customer to ensure they had the best candidate experience, whether they get hired or not. I really think it'd be a game changer. Like that's what sets companies apart. But again, you know, Toyota did it before anybody else. And I kind of learned like, wow, that's the, that is the perspective to have even if with what we do. Yeah. Any candidate we talk to could end up being a hiring manager one day.

Brianna Rooney: Oh yes. I do love that. So being an agency, for sure. Whenever you play someone in like a higher role, you're like, oh yay. Like you're gonna be my hiring manager. I can't wait for you to hire my people cause you get it

Taylor Bradley: Right.

Brianna Rooney: Yeah. For sure. By the way I tell you, if you're listening and feel free to sponsor us yes, yes. That was a good plug. I like that. You're welcome.

Taylor Bradley: Um, yeah, but no, I really think that it starts with actually investing the time and understanding of what a candidate experience is. But I think for me it's so easy and I just am amazed when recruiters hiring managers, companies don't, don't apply this to all things in life, but just treat others how you wanna be treated. We've all been a candidate at some point. Yep. Yeah. Everybody has. How would you want to be treated if, and if you've been with the same company for 57 years and are about to retire well then, okay. What would you want your, how would you want your son or daughter to be treated throughout the interview process?

Brianna Rooney: That is okay. I love that. And I can't wait to have some hire managers on here because they are such hard asses. Yeah. Like they're, it's like, it makes it really difficult to even want to join the company. Like, all right. I'm gonna put them through the strictest interview humanly possible so that I know they're gonna be a great employee. Well it's like, why don't you make it a good can experience then they're excited to work with you and they're not scared of you.

Taylor Bradley: Yeah,

Brianna Rooney: Exactly. Like how much like fear goes into the whole interviewing in general.

Taylor Bradley: Well, and I mean, it's a shame when companies really don't even invest the time to learn. Who's a good manager from their organization, like who represents them the best they don't, you know, whoever needs to hire for the role in their department. That's who's automatically the hiring manager. Yeah. Which is so interesting. We've talked a lot about, you know, having that person the closer internally at each organization, that's like the hype man, that's the person that gets them hyped up, pumped up about the organization.

Brianna Rooney: We'd love to do that role.

Taylor Bradley: Yes. We, we definitely have can. And uh, we're available for that role as well. Um, especially if it's over audio with a microphone and I have a knack for this so, um, yeah. But, uh, it's treat others how you wanna be treated, focus on the candidates, be mindful of their time putting a candidate through an interview at 6:00 PM because you just wanna see how committed they are to going through the interview. It's like crazy. They're gonna tell you to kick rocks with open-toed shoes.

Brianna Rooney:

Taylor Bradley: The candidates don't care. Testing them to interview at 7:00 PM is just like, no,

Brianna Rooney: No. Or on or on the weekends. Uh, I actually had a client one time. They're like, oh, and a big plus for us is we'll interview people on the weekends. And I go, that does mean that you guys are working on the weekends and you're now telling other candidates you're working on the weekends. Right. And he's like, oh. I didn't think about it like that. yeah. That's why we get paid the big bucks or

Taylor Bradley: . Yeah, exactly. I think again, it's just it putting their self in the candidate's shoes. What was it like to be a candidate? Would you want somebody to ghost you? Do you want someone to ghost your kids or your aunt or your uncle or everybody else you have working for the company without interviewing, um, or actually being qualified for the job? You know, do you see that a lot that,

Brianna Rooney: Yeah, that even goes to like feedback, which again, we're gonna save that for another episode. Cause I could really dig deep there cuz a lot of companies don't give candidates feedback and really it's just all about like, let's pay it forward, let's help 'em out. But I it's so mind boggling to me. And it's funny cuz it's mind boggling to me because honestly I haven't looked for a job in 14 years. Knock on wood. Thank you. Uh, but uh, but like how do you not put yourself in their shoes? Like interviewing is like the most anxiety filled thing. Yeah. That people go through even putting in their, their notice is anxiety filled. Yeah. It's like, do you understand that literally from start to finish writing a resume people don't like to brag about themselves, like writing a resume is difficult, putting your, you know, your highlights on LinkedIn is difficult. You know, having that first call is crazy.

Taylor Bradley: Yeah. Well, and I think it's crazy when I really think about interviews having to be on yeah. That many times, you know, there's so many rounds of interviews in, in today's market it's and that's another thing is that companies that are expediting and having, you know, have the most efficient process, they're also winning the talent. But um, you know, the companies that have you in front of like six people for a final round panel interview, you know, it's stuff like that. That is just like, you have to be on so many times and for candidates, especially when this is not their thing, it's pretty hard to do.

Brianna Rooney: Yeah, no it's super hard to do. And like we're used to, you know, talking to people and prepping people, but it's, it's still really difficult and it is yeah. It's, there's so much there. So I think this was a really amazing start on, you know, really what is can experience. What's a good can experience and really like grasping like the bad that comes with it. And like, literally I think that if we're gonna like take it all together, it's just like treat others the way you wanna be. You wanna be treated.

Taylor Bradley: Exactly. Exactly. And I think we'll talk later in and get in way more detail on what can companies do, what positively impacts it. Cause like you said earlier, there's things they're doing that. They have no idea impact the candidate experience like the, oh well we can interview on the weekends thing. It's like, well you're telling candidates things, negative things about your org that you don't even realize you're telling

Brianna Rooney: Me. And it's a positive. Yeah. Yeah, absolutely. All right. So as always, thank you. My work soulmate, this was super fun. So fun. we'll see you every Tuesday for sure. And then let's end this up with a broke to bus tip.

Taylor Bradley: Yeah. So this one is gonna be very, very in depth, more so than any of the others I ever give. Um, Google it that's it Google it, whatever it is before you ask in the company's slack channels and emails, send a text message. Just Google it.

Brianna Rooney: Didn't see that one coming. I love that, but I have been, we always say there's no such thing as a stupid question, unless you could have Googled it.

Taylor Bradley: Amen. Amen.

Brianna Rooney: See every Tuesday.

Taylor Bradley: Bye. Thanks guys.