The Susan Boyle of Candidate Experiences

We all know Susan Boyle. That older, quirky Scottish lady who tried out for Britain’s Got Talent several years back.

Now if you’ve never watched her first audition in front of the judges, take some time (5 minutes and 49 seconds to be precise) out of your crazy busy day and watch it:

If there aren’t tears all over your keyboard or goosebumps on your arms, then you either skipped out and didn’t watch the whole video or you don’t have a soul (either way..I’m not sure if we can stay friends).

I have seen this video at least 114 times during workshops and trainings that I run (or if I just need a good cry on a Tuesday afternoon). But, every time I watch it I still have the same reaction as the first time- goosebumps (no tears)

If you aren’t up-to-date on your Susan Boyle Wikipedia facts, since that audition and entering Britain’s Got Talent she ended up coming in 2nd place and released her first album in 2009 which debuted as the number one best-selling album on charts around the world. She’s since toured all over the world and made a lot of money!

So, why do I show you this? Not to get you all emotional (although that’s part of the reason), but to have you think of Susan the next time you’re talking or meeting with that candidate who you can’t wait to end the conversation with.

Imagine if Simon Cowell asked Susan to leave the stage just based on her first impression and the “non-star” qualities she had. Imagine if you as a recruiter asked that candidate to leave just based on a first impression?

We as recruiting professionals are working in a people business. People are our biggest asset (they also can frustrate us…but that’s a whole other conversation).

We have to give our candidates the Susan Boyle of experiences. Give them a chance, clean them up if they need it, and get them out in front of your clients and motivated to get their next job.

I was always told

“Win the best candidate, win the market”

but how do we know that those candidates that reach out to us and we  never get back to aren’t the “best candidates”?

Here are 3 easy steps to ensure a positive (Susan Boyle) candidate experience that will set you apart from your competitors:

1. If they reach out to you give them a chance and some type of feedback, even if it’s just an email - “thank you for sending me your resume, but at this time we don’t have any opportunities that match your skill sets. I will let you know however if anything does come up down the road.”
2. At least have the decency to meet them face to face. Not only is this a selling point to your clients, but if someone is willing to put their career move in your hands, you should at least sit down with them, even for just a short period (or over Skype), and put a face with a name.
3. Give them quick and honest feedback after interviews with a client. Especially if it’s a Friday and you haven’t heard anything, let them know this. I would hate for my candidates to go into the weekend thinking “what’s happening with that interview I had this week, did they like me or not?”

Do these and I promise all of your candidates will feel like stars!

And another positive of giving them this star treatment is that they’ll be your ambassadors in the market, refer potential candidates to you, and can give you excellent market intelligence-not too bad for just being nice and honest!  Good Luck!

Let me know what you think below in the comments. If you like what I’m saying (or not), or have anything to add!