In my opinion, the candidate experience is one of the most significant factors in determining whether or not a prospective candidate follows through with the process and accepts an offer with a company. When I came to Germany in 2006, I came over from our smallest brand TaylorMade which is a company made up (at the time) of about 750 employees. Our recruiting team was comprised of 3 people, and we worked with a total of about 75 hiring managers.
In this size organization, candidate experience was something relatively easy to set standards with. Each and every recruitment activity came across my desk, with so few hiring managers we could monitor the recruitment activity to ensure that everybody was doing what they could to provide a quality experience to all that entered our doors. Overall, I felt very confident that prospective candidates inquiring about jobs with TaylorMade left with a very positive experience 97 out of 100 times regardless of whether they recieved an offer or not.
Coming to Germany, and heading up recruiting on a global level became a bit more complex. Being in more of a "hands off" role to day to day recruitment globally, it became quite apparent that I couldn't monitor activity in the same way I did with TaylorMade. With more than 750 HR people, and thousands of hiring managers in over 100 countries around the world, speaking dozens of different languages, I was presented with a new challenge.
How could I set standards for candidate experience on a global level?
Well, I haven't figured it out completely yet, but if I can choose one thing to implement while in my role, it would be a set of standards that would be followed globally by every HR representative, recruiter and hiring manager world-wide to ensure that whether someone recieves an offer or not, they leave with a positive impression of our Group.
Over the course of the next 14 months, I will partner with my recruiting leaders around the world to understand what the best people do best, understand what candidates like and dislike, and figure out a way to ensure that the "great candidate experience" is not the exeption, but the norm.
I welcome the feedback of anybody (job seeker or not) to better understand what you require from an organization to leave with an exceptional experience and positive impression of an organization.
More to come soon!
Steve
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About Me
- Steve Bonomo
- Herzogenaurach, Bayern, Germany
- Steve is a sports enthusiast, a recruiting nut, and a man living his dream job. He started preparing for his job today when he first stepped out on the little league field 30 years ago. Little did he know that the lessons he started learning on the little league field would guide him to this point in his career. The key lessons are: hard work pays off, one accomplishes far more working with teammates, and a good coach is critical to deliver successful end results. After graduating from San Jose State University with a bachelors degree in Psychology, he spent one year as a teacher and baseball coach before going to work for a search firm in San Jose, California. His path eventually led to San Diego working for TaylorMade Golf, and then a short hop over to Herzogenaurach, Germany with the adidas Group. Today, Steve is focused on building out a global recruiting infrastructure, building the employer brand, and instilling a passion for recruiting in everybody he comes into contact with.
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