fbpx

‘People are the heart of any business; it is important to remember this every day’

Even though people are at the heart of any business, until now, that sentiment hadn’t perhaps been fully matched by Talent Acquisition, says Mathias Heese, CEO of Softgarden. “Don’t forget that recruiting is about making a difference – you never get a second chance to make a good first impression.”

Jasper Spanjaart on March 19, 2021 Average reading time: 3 min
Share this article:
‘People are the heart of any business; it is important to remember this every day’

A pure-bred people-driven business as any — it won’t take a rocket scientist to figure out that talent acquisition revolves around talent. Better yet: acquiring talented people. “It is easy to say that until recently, Talent Acquisition has not focused enough on candidates”, says Mathias Heese, CEO of German talent acquisition suite provider Softgarden. “Many applicants report that they have had a poor recruitment experience, either due to a lack of responsiveness, consideration or insufficient understanding of the business or its needs.”

Make the first impression count

According to Heese, the comparison can be made to the everyday experience we have shopping online — a swift and easy procedure. “If you are not fast enough, the best candidates will not follow up on their applications or will be hired by your competitors. The faster you are, the more appreciated your applicants will feel. Candidates have expectations of you, just like they would if they were buying a product on an e-commerce platform. Don’t forget that recruiting is about making a difference – you never get a second chance to make a good first impression.”

Treat candidates as customers. You have a promise to the customer; impose the same on the candidate.”

Heese sees an opportunity for talent leaders to leverage recruitment KPI’s — both internally and externally — to ensure candidates don’t walk away from a recruitment experience. “For example, if you have a great career website, you will attract better candidates”, he says. “As a result, your internal team will be more willing to give quick feedback on applicants and improve its KPIs. When your company’s culture focuses on the recruiting process, you reach a new level. Treat candidates as customers. You have a promise to the customer; impose the same on the candidate.”

‘Think of a career site as a market for jobs’

To follow up on a potential promise to the candidate — the story to better candidates seemingly always goes by way of data. “We believe that the use of metrics and data in recruitment is crucial”, Heese says. “Recruitment KPI’s can help your organisation understand whether you are meeting needs and trending in the right direction — by comparing your department to others within your company or industry.”

You want to persuade them to apply for your job and therefore you need to ensure the journey goes as smoothly as possible.”

“The careers site is a prime example of how to measure metrics”, Heese continues. “Again, like E-commerce, clicks and views can be measured. If you think of a career site as a ‘market for jobs’, then the goal is to generate sales through conversions. For example: incoming applications. But in order to do this, you need to give candidates all the decision-making criteria they need to ensure a perfect candidate journey. You want to persuade them to apply for your job and therefore you need to ensure the journey goes as smoothly as possible.”

Finding the right balance

We’re paraphrasing here, but in the words of renowned karate guru Mr Miyagi: everything is better with balance. “For talent leaders, it’s essential to find a balance between technology and people”, Heese says. “On the one hand, technology should help you automate your tasks, reduce your workload, and spend less time doing administrative work. Ultimately, your ATS should help you get the work done. On the other hand, as a talent leader, you should focus on the people.”

“Your ATS should help you get the work done. On the other hand, as a talent leader, you should focus on the people.”

‘People are the heart of any business’

“Recruiting is all about communication”, he continues. “You should approach candidates respectfully and authentically to build trust and convince them to work for you. For most people, changing jobs can be very emotional and means stepping out of their comfort zone. During the hiring process, always make your candidates feel comfortable and safe, and treat them positively and uniquely.”

People are the heart of any business; it is important to remember this every day.”

After being founded in 2003, Softgarden has grown into one of the top innovation leaders in talent acquisition and candidate management.

Applicants are always on the lookout for an exceptional and visionary company, Heese says. In other words: applicants look for a place where they can fulfil their potential. “That’s why values such as empathy, respect and compassion are highly sought after in recruitment”, he says. “Your applicants and future employees are your company’s most important asset. People are the heart of any business; it is important to remember this every day.”

Want to hear more from Softgarden?

On March 23rd, 24th and 25th, we’re hosting ToTalent Live 2021, the first ever European Recruitment Leadership Event. Andreas Eisemann, Softgarden‘s Vice President Sales, will speak about data-driven intelligence in recruiting on day two of the three-dayevent. Don’t miss his insights and sign up now for free. 

Share this article:
Jasper Spanjaart

Jasper Spanjaart

Writer and editor at ToTalent

Premium partners View all partners

Intelligence Group
Recruitment Tech
Werf&

Read the newsletter about total talent acquisition.