This year I raised this topic in August with a masterclass at the first Remuneration Forum, thanks to the organisers Kristiana Bosa and Lelde Miončinska.
How does the candidate see your selection process and how does it affect your company?
Imagine you are a potential employee. You see a vacancy and think: “Maybe this is a place where I can grow, create, influence.” This moment is critical - it is where your reputation story as an employer begins.
First impression - a vacancy notice.
When a candidate reads your advert, they value more than responsibilities and skills. They read through the lines, notice the culture and of course assess the relevance of the requirements to the offer. Clearly defined responsibilities and performance measures show professionalism, human language lets you know if you're looking for people, not just employees.
Channels and first contact
Candidates can find a vacancy on LinkedIn, CV-Online or even through a recommendation from a friend. But the real impression comes when a company thinks about personal, sincere communication by calling and telling you about the vacancy, the culture, the manager, by really investing in communication before you even meet in person or remotely.
The selection process - from interactive experience to feelings
Interviews are not just a formality. Every call, every meeting builds a candidate's perception of your company and your team by constantly assessing whether they will be welcome there:
Remember: the candidate judges emotional experience, not just the content. Every little detail - from the format of the email to the timeliness of the reply - shapes his decision.
Decision-making and admission
Fast and transparent decision-making shows that the company is efficient, reliable and understands the candidate's value. Starting with clear communication, a clear induction process, professional answers to questions builds motivation to integrate and work together in the long term in your company.
Your reputation as an employer is your competitive advantage.
The selection process is not just a matter for the HR manager - it is a direct brand messenger. Every candidate who has experienced a high quality, sincere and professional interaction and selection process with the company becomes your company newsletter, even if he is not selected for the vacancy. In a world where the best talent can choose their next job, this experience is competitive advantage.
