We’ll also dive into how involving every team member in the hiring process can make a significant difference. Communication and well-defined mechanisms are crucial to avoiding friction and tapping into internal referrals. By creating a collaborative environment, managers can ensure everyone is on the same page, leading to a seamless and effective hiring process. For further discussions and insights, don’t forget to connect with me on LinkedIn and Facebook.
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Improving Candidate Experience in Hiring
Speaker 1
0:00
Hi
,
it's
Alex
at
Remote
Work
Life
here
.
I
hope
you're
well
.
And
for
those
who
don't
know
,
remote
Work
Life
is
a
growing
community
and
podcast
where
tech
and
digital
marketing
professionals
from
around
the
world
with
a
shared
interest
in
remote
work
come
to
learn
how
to
grow
a
remote
career
or
business
from
those
who
know
the
world
of
remote
work
best
.
I'm
your
host
,
alex
Wilson-Campbell
,
and
I'll
share
with
you
interviews
from
SaaS
and
product
and
service
CEOs
,
leaders
and
entrepreneurs
and
talk
to
you
about
the
benefits
of
remote
work
.
And
today
I
want
to
talk
to
you
about
something
that
really
annoyed
me
when
I
first
heard
about
it
.
It's
not
the
first
time
I'd
heard
about
this
particular
thing
,
but
it
really
annoyed
me
,
and
at
that
particular
point
,
which
is
probably
about
two
weeks
ago
now
,
I
was
very
tempted
to
immediately
produce
a
podcast
about
that
particular
thing
,
and
if
I'd
done
that
,
it
probably
would
have
turned
into
a
rant
podcast
,
and
I'm
not
the
kind
of
person
who
likes
to
rant
.
I
prefer
a
more
measured
and
sort
of
yeah
,
a
more
,
I
guess
,
a
more
civilized
approach
at
expressing
my
frustration
.
So
I
decided
to
wait
a
little
while
,
I
made
some
notes
and
I
today
want
to
share
this
thing
with
you
and
that
thing
is
.
It's
related
to
job
seekers
actually
,
because
I
don't
know
if
you
know
,
but
I
coach
,
I
coach
job
seekers
.
I
coach
people
in
general
in
terms
of
finding
their
next
steps
in
their
career
,
and
I
was
speaking
to
somebody
who
was
,
in
fact
,
at
the
time
,
looking
for
a
new
role
,
and
one
of
the
pieces
of
advice
that
I
give
them
is
that
they
really
need
to
network
,
and
that
network
involves
direct
contact
with
any
prospective
employer
,
and
that
direct
contact
in
this
instance
was
a
phone
call
to
that
employer
,
because
one
of
the
things
is
that
,
well
,
one
of
the
things
I
recommend
is
that
you
pick
up
the
phone
and
speak
to
potential
employers
,
and
that
can
sometimes
be
a
cold
call
into
an
employer
.
You
know
at
least
some
form
of
contact
in
that
way
.
And
this
person
,
she
was
really
making
a
massive
effort
in
terms
of
she
was
employed
at
the
time
,
but
she
was
making
an
effort
to
really
get
to
know
potential
employers
with
a
view
to
actually
applying
for
roles
or
having
some
sort
of
speculative
application
,
and
I
think
it's
in
fact
,
before
I
go
in
any
further
,
I
recommend
that
if
you
are
,
if
you're
hiring
either
now
or
in
the
future
,
I
recommend
that
you
listen
to
this
or
if
if
you
are
in
fact
somebody
who
is
looking
for
a
new
role
,
this
will
help
you
to
identify
those
businesses
that
are
,
I
guess
they've
got
their
systems
and
got
their
sort
of
processes
in
order
,
and
it
can
give
you
some
sort
of
an
inkling
as
to
what
you
may
be
getting
yourself
into
.
So
there's
two
types
of
people
who
should
listen
to
this
.
Speaker 1
3:05
So
she'd
been
ringing
around
various
potential
employers
to
really
promote
herself
and
introduce
herself
,
in
some
cases
just
to
find
out
if
certain
roles
were
still
available
,
having
seen
them
posted
on
various
websites
.
And
in
this
instance
she
had
seen
a
role
on
a
particular
website
that
appeared
to
be
live
,
and
usually
the
indication
when
you
see
a
role
on
a
website
it
is
that
it
is
live
.
So
she
phoned
up
and
she
didn't
get
a
great
response
.
So
she
came
back
to
me
and
she
reported
back
in
terms
of
the
response
that
she
got
,
what
she
was
happy
with
,
what
she
wasn't
so
happy
with
.
So
out
of
that
,
I've
just
really
identified
,
I
guess
,
five
things
that
,
from
her
experience
that
I
believe
this
particular
employer
,
or
employers
in
general
,
really
needs
to
do
to
get
the
most
out
of
their
hiring
process
and
,
by
the
way
I've
been
hiring
now
for
the
last
decade
or
so
.
I've
hired
as
part
of
internal
teams
.
I've
also
hired
in
the
world
of
recruitment
,
having
been
a
recruitment
consultant
myself
for
a
number
of
years
.
So
all
this
information
I'm
about
to
share
with
you
is
based
on
things
that
I've
done
myself
and
that
have
worked
myself
and
my
obviously
other
colleagues
within
the
world
of
recruitment
and
hiring
have
done
as
well
.
So
,
yeah
,
I
was
a
bit
,
yeah
,
I
really
felt
for
this
particular
person
because
I
knew
she'd
been
really
putting
a
lot
of
effort
into
finding
her
next
role
.
But
,
in
any
case
,
let's
just
talk
about
these
five
things
that
this
particular
employer
didn't
do
or
could
have
done
better
to
make
her
experience
feel
better
.
Speaker 1
4:55
Because
,
just
bear
in
mind
,
right
is
is
,
uh
,
is
looking
for
a
role
and
takes
the
time
to
pick
up
the
phone
and
make
will
make
direct
contact
in
some
way
.
That
usually
means
that
they
have
a
real
sort
of
obviously
a
real
interest
in
that
particular
business
or
in
a
particular
business
.
It
means
they're
making
a
real
effort
usually
to
to
really
get
to
know
that
business
.
So
I
think
that
should
be
reciprocated
by
whoever
answers
that
phone
,
or
whichever
business
is
in
question
and
answers
the
phone
or
whoever
answers
the
phone
.
So
just
five
things
just
to
be
wary
of
if
you're
hiring
and
you've
put
a
number
of
roles
out
there
.
So
the
first
thing
is
only
advertise
jobs
that
are
live
.
So
again
,
in
this
particular
instance
,
she
rang
up
this
business
and
phoned
up
to
inquire
about
the
job
.
The
person
who
answered
the
phone
didn't
actually
know
whether
the
job
was
still
a
lot
still
live
or
or
not
.
Speaker 1
6:01
Now
again
,
I
mean
,
this
is
gonna
I'm
gonna
speak
a
bit
more
about
this
a
bit
later
on
but
whoever's
,
if
you're
hiring
,
whether
you're
in
a
big
business
or
a
small
business
,
you
have
,
you
should
have
some
sort
of
response
management
mechanism
.
You
should
have
some
sort
of
mechanism
to
to
sort
of
make
sure
that
the
jobs
that
are
live
are
,
you
know
,
are
on
the
website
,
or
the
jobs
that
are
not
live
are
taken
off
.
I
know
sometimes
it
can
take
a
little
while
,
especially
if
you're
in
a
smaller
team
,
to
take
that
job
off
,
but
at
least
,
at
the
very
least
,
the
person
answering
the
phone
should
know
if
that
job
is
live
or
not
,
because
that
person
who
is
ringing
you
is
taking
time
out
of
their
schedule
to
find
out
it's
probably
you
never
know
that
particular
person
may
not
be
in
gainful
employment
,
may
be
ringing
you
at
their
own
expense
.
So
the
last
thing
you
want
,
or
the
last
thing
that
person
wants
,
is
to
to
waste
their
time
,
waste
their
money
um
,
well
,
not
necessarily
waste
their
time
,
waste
their
money
Well
,
not
necessarily
waste
their
time
.
But
I
suppose
what
they
want
is
to
know
whether
or
not
a
particular
role
is
still
open
.
I
don't
want
to
sort
of
dwell
on
this
one
too
much
,
but
you
should
know
,
or
at
least
only
advertise
,
jobs
that
are
live
.
Speaker 1
7:13
So
the
second
thing
is
and
it
kind
of
links
to
that
what
I've
just
mentioned
is
brief
your
team
.
You
know
,
brief
your
team
because
that
particular
person
who
answered
the
phone
didn't
actually
know
the
dates
.
You
know
if
the
job
one
,
if
the
job
was
still
alive
or
not
,
or
if
any
other
jobs
were
still
alive
or
not
,
or
when
the
closing
date
was
,
or
when
they
stopped
receiving
CVs
,
et
cetera
,
et
cetera
.
So
brief
your
team
,
because
if
you
brief
your
team
,
then
at
least
if
you
have
incoming
calls
,
you
can
provide
that
particular
person
who
rings
you
with
as
much
information
as
they
need
that
particular
time
.
It
may
not
be
that
person's
responsibility
to
deal
with
the
recruitment
process
but
at
the
very
least
they
can
give
a
good
experience
to
whoever
it
is
who
calls
in
,
and
that's
really
important
.
It
leads
me
on
to
my
next
point
,
which
is
treat
whoever
calls
in
like
a
valued
customer
,
because
you
never
know
,
right
?
Um
?
So
sometimes
the
people
who
apply
for
jobs
are
people
who
really
respect
your
brand
,
who
really
look
up
to
your
brand
.
So
can
you
only
imagine
,
right
,
if
you
,
if
somebody
rings
in
and
,
uh
,
they
get
a
bad
experience
,
bad
customer
experience
,
then
how
that
might
reflect
on
your
brand
.
It's
very
important
that
you
protect
your
brand
.
It's
very
important
that
you
show
your
brand
in
the
best
light
by
giving
that
person
who
rings
in
a
good
customer
experience
.
Speaker 1
8:51
You
know
,
say
thank
you
for
calling
in
.
I
mean
again
by
all
reports
,
the
person
I'm
mentoring
.
She
said
to
me
that
I
didn't
even
get
a
thank
you
for
calling
in
.
I
got
no
sort
of
empathy
from
the
person
who
answered
the
phone
at
all
.
There
was
no
,
you
know
,
there
was
no
real
connection
.
I
just
felt
,
really
,
she
said
she
felt
let
down
in
many
ways
.
She
felt
down
after
the
phone
call
and
that's
the
last
thing
you
want
.
You
want
,
you
know
,
you
really
want
to
respect
somebody
who
calls
in
to
your
business
to
find
out
about
working
for
you
.
So
your
brand
is
at
stake
here
.
If
you
kind
of
make
that
kind
of
mistake
and
I
know
this
is
probably
an
extreme
example
,
but
this
can
happen
and
I've
seen
it
happen
a
lot
of
times
so
treat
that
person
like
a
customer
,
you
know
.
Speaker 1
9:40
Like
I
said
,
make
them
feel
welcome
.
That's
another
point
I
want
to
make
.
Make
them
feel
as
though
they're
welcome
,
because
,
again
,
it's
not
just
about
your
brand
,
but
obviously
connected
to
your
brand
are
your
values
.
Your
values
are
at
stake
.
So
you've
got
to
,
if
you
say
that
you're
this
,
that
and
the
other
,
then
in
your
value
statement
on
your
website
,
then
you've
got
to
show
that
in
your
interactions
with
people
,
not
just
the
people
that
are
within
the
business
,
but
the
people
that
ring
in
,
the
people
that
make
inquiries
about
the
business
,
whether
that
be
by
or
telephone
.
So
make
that
person
,
make
that
person
ringing
in
about
a
job
or
whatever
it
may
be
,
feel
like
they
are
welcome
,
you
know
,
so
that
they
can
really
understand
what
you're
all
about
,
so
they
can
really
get
a
picture
of
what
it
may
well
be
like
to
work
within
that
particular
business
.
Speaker 1
10:30
I
mean
again
,
from
listening
to
the
feedback
from
this
lady
that
I
am
mentoring
at
the
moment
.
It
doesn't
.
She
sounds
as
though
now
,
as
though
she
doesn't
,
she's
kind
of
having
second
thoughts
about
,
about
that
business
and
I
said
to
her
don't
,
you
know
,
don't
,
don't
think
like
that
,
maybe
just
that
they're
having
a
bad
,
that
person
may
have
been
having
a
bad
day
.
Don't
,
don't
sort
of
just
write
it
off
from
that
particular
interaction
.
I
think
you
have
to
dig
a
bit
deeper
.
You
know
,
if
you
get
invited
for
an
interview
,
for
example
,
or
if
you
,
you
know
if
you
see
another
role
or
or
because
what
she
was
told
to
do
,
she
was
told
to
,
to
,
to
send
an
email
.
In
fact
,
this
,
this
kind
of
annoyed
me
a
little
bit
more
as
well
.
She
was
told
to
send
an
to
a
,
just
a
generic
address
.
I
think
it
was
just
a
,
a
welcome
at
whatever
it
was
,
or
jobs
at
whatever
.
So
she
was
.
She
wasn't
really
treated
that
well
.
So
I
can
kind
of
understand
her
why
she
may
be
disillusioned
with
that
particular
experience
.
But
I
said
,
don't
write
it
off
just
yet
.
You
know
,
keep
an
open
mind
.
Speaker 1
11:40
As
I
said
,
that
person
might
have
been
a
poorly
trained
person
etc
.
It
might
be
,
you
know
.
So
make
that
person
.
Make
your
conversations
with
people
who
ring
in
,
especially
about
working
with
you
.
Make
them
feel
welcome
and
I
think
I've
talked
about
making
them
feel
welcome
.
I've
talked
about
treating
them
like
a
customer
.
You
know
,
to
protect
you
.
You
know
it's
about
all
about
your
brand
only
advertise
a
live
job
,
brief
your
team
that's
so
important
and
have
some
sort
of
response
management
mechanism
in
place
that
the
team
can
follow
.
Even
,
like
I
said
,
even
if
it's
not
somebody
you
know
who
,
who
deals
with
that
particular
role
or
is
who's
in
charge
of
dealing
with
recruitment
,
the
team
should
know
what
is
going
on
and
be
able
to
,
you
know
,
highlight
the
person
who
that
particular
inquiry
should
be
directed
to
.
So
the
next
one
is
take
a
phone
number
for
that
person
to
you
know
.
So
if
you
briefed
your
team
,
you
can
brief
them
in
as
much
or
as
little
detail
as
you
like
.
Once
you've
briefed
your
team
,
the
very
least
you
should
get
them
to
do
is
take
a
phone
number
from
whoever
it
is
that
calls
in
to
enquire
about
that
job
,
because
you
never
know
who
you're
letting
down
.
It
could
be
some
of
the
best
.
Speaker 1
13:03
Some
of
the
best
job
seekers
are
passive
job
seekers
.
I
know
this
kind
of
like
,
might
be
kind
of
,
but
you're
saying
,
you
might
be
saying
,
alex
,
well
,
she's
not
passive
because
she's
actually
ringing
in
,
but
she
was
not
in
need
of
a
job
.
She
was
actually
just
making
an
inquiry
about
the
job
.
She
didn't
need
to
move
,
she
was
gainfully
employed
,
she
was
on
a
decent
salary
,
she
didn't
need
to
move
,
nothing
like
that
.
She
was
just
inquiring
because
she
was
really
interested
in
the
company
,
really
interested
in
the
job
.
So
that
makes
her
in
many
ways
a
passive
job
seeker
because
she
didn't
need
,
she
didn't
need
any
role
.
You
know
,
obviously
she's
actively
,
she's
that
she's
taking
an
active
stance
in
that
particular
situation
,
um
,
to
to
actually
look
.
But
it
may
be
that
passive
you
know
ultra
passive
job
seekers
I
suppose
you
could
say
are
going
to
ring
in
to
to
find
out
about
a
particular
job
.
Speaker 1
14:06
If
you
don't
take
a
phone
number
,
you
may
well
never
hear
back
from
that
particular
person
again
or
be
able
to
contact
them
ever
again
.
And
yeah
that
that
.
I
think
that
probably
is
the
thing
that
annoyed
me
the
most
is
that
whoever
answered
that
phone
couldn't
be
bothered
to
take
a
phone
number
,
couldn't
be
bothered
to
take
that
person
,
didn't
find
out
that
her
,
her
name
,
you
know
to
just
to
find
out
.
Even
if
take
her
first
name
and
number
and
say
you
know
,
somebody
will
call
you
back
.
Even
if
you
call
back
to
say
,
I
don't
know
,
you
know
,
sorry
about
that
,
this
job
is
not
live
.
You
know
,
please
send
in
your
details
and
we'll
keep
you
ready
.
Just
something
like
that
,
just
something
as
simplistic
as
that
.
Pass
on
the
phone
number
to
somebody
you
know
,
take
a
number
that
can
be
passed
on
to
somebody
who
is
dealing
with
that
particular
job
,
but
that's
it
.
I
mean
,
I
hope
this
hasn't
turned
hasn't
turned
into
a
rant
,
but
,
like
I
said
,
this
is
something
that's
really
um
,
is
really
Inclusive Approach to Hiring Team Collaboration
Speaker 1
15:07
valuable
.
Speaker 1
15:07
If
you
,
as
I
said
,
if
you're
hiring
either
now
or
in
the
future
,
you
need
to
get
everybody
,
everybody
on
board
,
doesn't
matter
what
level
of
responsibility
that
they
have
in
terms
of
um
hiring
somebody
.
It
could
be
that
,
like
I
said
,
just
answer
the
phone
and
taking
inquiries
.
You
know
,
you
should
have
some
sort
of
,
like
I
said
,
some
sort
of
mechanism
to
deal
with
those
inquiries
in
a
way
that
doesn't
sort
of
rub
people's
nose
up
the
wrong
way
,
if
you
see
what
I
mean
.
So
that's
it
from
me
for
now
.
I'd
say
,
you
know
,
just
if
you
are
,
I
guess
,
in
the
process
of
hiring
,
review
your
processes
,
make
sure
everybody's
briefed
,
make
sure
everybody
knows
what's
happening
,
and
even
get
your
team
involved
in
the
process
.
Speaker 1
15:56
There
may
be
,
you
know
,
members
of
your
team
who
know
people
who
might
be
able
to
fulfill
a
role
that
you're
advertising
either
now
or
in
the
future
.
So
,
yeah
,
have
the
team
on
board
,
get
everybody
involved
in
it
.
Like
I
said
,
there's
different
levels
of
involvement
,
but
they
should
at
least
be
on
the
same
page
as
you
as
the
manager
of
that
particular
team
.
So
that's
it
from
me
for
now
.
I
wish
you
all
the
best
.
Please
do
connect
with
me
on
LinkedIn
,
connect
with
me
on
via
the
Remote
Work
Life
Accelerator
group
and
ask
me
any
questions
that
you
need
to
ask
,
and
I
will
speak
to
you
again
soon
.
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