How does candidate feedback inform/refine your recruiting process?
At Golden Hippo, candidate feedback plays a pivotal role in continually refining and enhancing our recruiting process. We view feedback as a valuable source of insights that enables us to better understand the candidate experience, identify areas for improvement, and tailor our approach to meet the evolving needs of prospective team members. By actively soliciting and attentively analyzing feedback through our 3rd party review sites, we can address any pain points, streamline our processes, and ensure that each candidate interaction is positive and transparent. Our commitment to incorporating candidate feedback ensures that we not only attract top talent but also provide an inclusive and positive experience throughout the entire recruitment journey.
In what ways do you incorporate recruiting into your overall employer brand strategy/workflow?
We recognize that the recruitment process is key to attracting potential talent, and it serves as a key expression of our company culture and values. From crafting compelling job descriptions and social media content to cultivating a positive candidate experience, every aspect of our recruiting process aligns with our brand identity. By ensuring consistency in messaging and experience, we aim to attract candidates who resonate with our values and contribute to the overall success of our organization. We leverage social media, employee testimonials, and engaging content to showcase our workplace and values, creating a compelling narrative that resonates with potential candidates and fosters a positive and lasting impression throughout their journey.
Check out the Golden Hippo careers page here!
How does candidate feedback inform/refine your recruiting process?
Classy Llama’s candidate feedback process has allowed us to actively capitalize on the needs and preferences within our target population such as simplifying our terminology and language to paint a better picture of our open positions, especially for the very technical roles. We identify these areas of improvement by capturing the candidate experience in feedback surveys that aggregate data and information in a way that allows us to pinpoint common inefficiencies and deficiencies within our process. Our quarterly discussions about the key performance indicators pertaining to people related processes are where we’re able to bring this valuable feedback to the table in order to outline priorities for process improvement moving forward. If we’re experiencing challenges such as the speed of the recruiting process, candidate feedback may potentially identify where the chokepoint exists.
In what ways do you incorporate recruiting into your overall employer brand strategy/workflow?
In addition to our active presence on social media which incorporates content about our open roles, we have created an intersection between recruiting and employer branding through a unique and organic ambassador program. By encouraging our team members to produce content about the Llama experience which includes the culture, community, perks, and benefits of being a Llama, we are constantly creating a pipeline within their networks as well as a frontline screening process. When a new role becomes available, we’re able to leverage the team members who have generated interest in our brand by activating the candidate referral program embedded within the ambassador initiative. This incentivizes them to communicate these open roles to their networks while subsequently rewarding them for their qualified connections seeking to interview with the company. The cultural alignment between our company and our team members through the ambassador program ensures that the prospective candidates that they refer consist of only those that the team members know would fit well on the team and vice versa.
Check out the Classy Llama careers page here!
How does candidate feedback inform/refine your recruiting process?
Candidate feedback is a crucial piece of our broader Recruiting Strategy. We request all candidates who make it into our interview process to complete a survey. We value the feedback and survey responses from all candidates, regardless of if they join HashiCorp or not. We utilize feedback and comments to guide our Recruiting roadmap and focus on continuous improvement as we strive for a positive and enjoyable candidate experience.
In what ways do you incorporate recruiting into your overall employer brand strategy/workflow?
At HashiCorp, we incorporate recruiting into our overall employer brand strategy by aligning recruiting efforts with our brand identity, crafting consistent messaging, optimizing the candidate experience, and leveraging various channels to help attract and retain top talent.
During the recruiting process, our team utlizies our employer brand messaging and creative assets for every step of the candidate journey. By showing what the culture is like at Hashicorp, what our core values are and what it is like working at the company is a crucial part in the hiring process. Our integrated approach not only attracts diverse candidates but also fosters an environment where employees feel connected to the company’s values, driving long-term success and innovation.