Talent Makers

Chapter 5: Takeaways

The best people are in high demand. They have information, control, and many choices, so you must stand out.

Remember that mathematically, most applicants and candidates for your jobs will never get an offer from you, but many will not hesitate to describe the experience on Glassdoor and in social media. You do not directly control your reputation; candidates create your reputation based on the experiences they have with you.

Don't post your job description; it's for internal purposes. Instead, create a job post that actually aims to attract great talent.

Have you mapped every impression and interaction of your candidate experience? If not, you should.

As part of that experience, create comprehensive, useful materials to give candidates before they interview with you.

Systematically collect feedback from candidates about the process they went through, and have a system for reviewing and acting on that feedback.

New-hire onboarding is a huge opportunity to make a powerful impression on new hires, and to get them up to productive speed more quickly.

A great Structured Hiring experience also extends to interviewers, hiring managers, and other leaders. Map those experiences and work to make them easier and more effective.