Experian: How to match your hiring process with your brand

Experian: How to match your hiring process with your brand

One in four jobseekers will cut ties with brands following a bad job application experience, and one in five will actually go as far as to stop buying from a brand completely as a consequence, research from Alexander Mann found.

Izabella Jagiello, Head of Background Checking at Experian, tells us that it’s not just marketing that affects your customers. Recruitment can also “impact how the brand is perceived by those who get to look ‘behind the curtain’, and therefore can see if your brand value matches their experience.”

She advises that talent teams can hire better, by making sure hiring goes both ways. “An effective hiring and candidate onboarding process is crucial because it is the equivalent of the first impression and may set the tone for the relationship to come.

“Typically, all companies, regardless of sector and size want to hire the right people as quickly and as cost effectively as possible. Additionally, 75% of candidates are actually clients, so businesses should be working that little bit harder to keep them happy during the process.”

She says two important factors to consider when measuring success include, time and costs to hire.

“Last year, the typical time to hire in the UK was around four weeks. Nearly half of HR Directors believe the recruitment process takes longer now than it did three years ago,” she says. “In addition, it is estimated to cost on average of £30,614 to replace a staff member and as much as £4.1billion a year.”

What could be hindering both time and costs?

Areas include having too many stakeholders involved, not having a good job description or talent team. “You need to understand the competencies that are required for the role you are recruiting for, she says. “This may need to be created by the manager or team who have this particular knowledge.

She adds that an accurate description of the role must be written clearly in simple non-corporate language that is authentic, specific, exciting and engaging.

“Having a hiring team that best represents your brand is also important. Personality goes a long way, and it’s important that hiring teams represent the brand on its best day, so must have the necessary knowledge and training to shine in the role.”

Background checks are also a vital part of the process. Jagiello elaborates: “Director checks help when hiring new business leaders. A current or previous directorship on a candidate’s record could potentially cause a conflict of interest situation for your business. Through highlighting any previous and existing directorships, you can have the confidence you need to ensure that what a candidate is telling you is correct.

“If you are recruiting into regulated roles, then completing the correct screening checks is compulsory in order to adhere to regulation such as the Financial Conduct Authority (FCA).

“Screening efficiently can help you to identify the right people upfront including checking specific elements such as their right to work (which if not completed can result in a £20,000 fine per employee employed illegally).

“Many forget that these background checks also impact the candidate, and therefore open communications and keeping the candidate regularly updated can give positive outcomes. If they don’t understand, such checking can appear unexpected and invasive.”


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