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By Anne M. Schuller (More) • Last updated on October 15.07.2023, XNUMX • First published on 23.08.2017/XNUMX/XNUMX • So far 7395 readers, 1792 social media shares Likes & Reviews (5 / 5) • Read & write comments
A lack of understanding for applicant concerns and standard processes are deadly if you want to attract top talent. Candidate Journeys and Personas, the prototypical Candidate embody, are therefore exceedingly useful. With their help, you gain a clear advantage over others Company, the Candidates continue to treat according to “Schedule F”.
Anyone who interacts with companies as an applicant is very annoyed: about the spam factor of Active Sourcing, the lack of user-friendliness of a website, the application form that is not mobile-optimized, antiquated job descriptions, sugarcoated facts, endless response times, standard interviews, disrespect Behavior, broken promises and much more.
The reasons for this are outdated procedures from the past, obedience to methods, inappropriate arrogance, bureaucratisation and a lack of applicant orientation. You indulge in processes that are practical for the company, but corrosive to the candidates. Even the most promising people do not feel like they are courted, but often enough like supplicants.
This is fatal. Because just like with a real journey, you also want from your journey through the Recruiting-Tell landscape. And that leaves traces: in the minds and hearts of the People – and mostly also on the web. Such field reports influence the preliminary decisions of new applicants considerably. Many employers fall through the cracks before they even get to know each other for the first time.
A candidate journey represents the prototypical “journey” of a job seeker through the company's internal application process. It is viewed from the applicant's perspective. Modern companies deal intensively with every single point of interaction, the touchpoints of a candidate journey, and strive to make what happens there as appealing as possible for the applicants. Candidate journeys are developed in seven steps:
Each applicant trip can consist of almost the same main stages, but the details of the path to the signing of the contract are different for each candidate. The expectations that a talent has of the recruiting process can also differ depending on the situation. Therefore, it can be extremely effective to develop candidate personas and present their prototypical candidate journey.
Candidate personas (correctly personae) are fictitious substitutes of an applicant group, which combine their characteristic qualities, expectations and procedures. They replace the anonymous target group melee with a human form in which one can think well.
Personas contain both professional and personal components. Ideally, they will come with a first name, a face, their skills, a prototypical background, and a privacy Mistake. They have Set, Values, views and prototypical behaviors, interests, ideas, reservations, fears and fears.
Such an emotionally based humanization ensures that the applicants not only fit professionally to the job, but also to the corporate culture. Both together are increasingly important.
Personas are developed by taking the appropriate ones Employees in the company or suitable talents from outside, uses his common sense and also researches. A workshop, in which you create personas with a detective's instinct like the profilers, brings benefits beyond the many uses Fun.
Their "profiles" are ideally pinned to the office wall or on cardboard figures in order to be able to communicate with almost real people. In this way it is also supported that everyone has the same picture of a target person Eyes have coherent texts when they are working on recruiting projects forms or determine channels for approaching candidates.
Together you can ask yourself what the persona thinks of something and how they are feeling at the individual touchpoints on their journey through the corporate landscape. Personas also help, for example the material moisture meter shows you the Employees who only deal indirectly with applicants, see the person behind the file number, act more individually and meet the “nerve” of the relevant target persons.
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Anne M. Schüller is a management thinker, keynote speaker, business coach and multi-award-winning bestselling author. She has been repeatedly named Top Voice by the business network LinkedIn. The business administration graduate is considered a leading expert in touchpoint management and customer-focused corporate management. She is one of the most sought-after speakers in German-speaking countries. For more than 20 years she held management positions in sales and marketing at various international service companies and received several awards. In 2015 she was inducted into the Hall of Fame of the German Speakers Association (GSA) for her life's work. Touchpoint management, customer loyalty and referral marketing. She also conducts power workshops on these topics. Your Touchpoint Institute trains certified Touchpoint Managers. Her clientele includes the elite of the German, Austrian and Swiss economy and Managementbuch.de is one of the most important management thinkers. Her bestseller “Touch.Point.Victory.” is Trainer Book of the Year 2016. Her bestseller “The Touchpoint Company” was named Management Book of the Year 2014. Her bestseller “Touchpoints” is SME Book of the Year 2012. When it comes to the subject of customers, she is one of the most cited experts. More information at www.anneschueller.de and www.touchpoint-management.de All texts by Anne M. Schüller.
Great contribution, thanks for that!
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