CultureProfessional Development

April 2017 TMD: From Where I Sit – A Candidate’s Point of View

By April 25, 2017 No Comments

April started off with a perspective that everyone at Daxko has seen at least once, but few of us consider as much as we should: the view from the other side of the hiring table. When someone is going through the interview process, what do they think of Daxko and how we conduct ourselves?

Talent Acquisition Specialist Beth Wolfe led a TMD entitled ‘From Where I Sit – A Candidate’s Point of View’ which went into detail about how we present ourselves and how our candidates like us. Beth started off by asking the unspoken but perhaps subconsciously thought about question: so what? Aren’t they trying to impress us? Why do we care how we come across in the interview process?

Well, of course they’re trying to impress us. As everyone surely remembers, interviewing is a scary process that makes even the calmest and collected persons anxious. Alleviating any trepidation an interviewee has is of course a high priority, which is one big reason we want to ensure our candidate experience is top-notch. Another big reason is like the customer loyalty post from recent memory: when someone goes to talk about Daxko online, be it through Glassdoor or Twitter, Facebook or LinkedIn, we want the review they leave to be a positive one. Not unlike purchasing a product on Amazon, reviews of a company’s interview process are important in providing the applicant an idea of what they’re getting into. Especially now more than ever, these online reviews are incredibly important, as we’ve seen a 444% over the past calendar year compared to the previous year.

How do we measure how our candidate’s experience goes? Well, again hearkening back to the customer loyalty TMD, we utilize NPS. Essentially, on a zero through ten scale, how likely is the candidate to recommend applying for a job at Daxko? We break this out across three different parts of the application process: the actual application itself, the interview and then the onboarding. Let’s look at the average score given at each part of the process:

  • Application – 8.8
  • Interview – 8.0
  • Onboarding – 9.5

Not too shabby! While anything above a 7 and below a 9 is considered ‘passive,’ we’re very close to breaking through to a score indicating ‘promoter’ on two of the three fronts.

This put us at the question to be answered: what can I do as a Daxko team member to make a candidate’s experience better? Beth told us about how when she was interviewing here, during her tour of the office, she was greeted by two Daxko veterans who introduced themselves and made her feel more at home with the company. She said that the peer interview is a great time to show our Daxko values and strengths to candidates, as well as a great time to be positive, to reassure any anxiety the interviewee might have. Transparency is important: tell the interviewee what the job is, as well as what it isn’t.

While I would consider myself personable, I was certainly bettered by having attended the TMD if for no other reason than I’d not thought much about how the candidate feels…well, since I was a candidate here. It makes absolute sense that we should be polite and cordial to an applicant, but going above and beyond to provide the best experience we can for a candidate, whether hired or not, will ensure that Daxko is well staffed for many years to come.

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