The current G4S debacle highlights something more than an inability to hire enough security guards for London 2012. It reveals how ‘recruitment’ is the entire application journey from attraction to onboarding (and beyond). There are figures of attracting 100,000 applications, 10,400 being recruiting, 4,000 actually working, 9,000 in training… confused? Imagine if you’re a candidate? Now there are reports of attrition in the numbers reporting to start. That’s no real surprise. It just goes on and on.
Now, to us, attraction has always been just one part of recruitment. The candidate journey is what matters. The whole nine yards. Remember no-one is actually ‘recruited’ until they start on their first day. Until then, they’re still a free agent. As in this situation, poor communication at all stages of this journey means you’re likely to lose people. And probably good people at that. That means at all stages everyone should be pulling together as one ‘recruitment’ or employer brand. It’s not about recruiters saying we’ve got the numbers. Training wailing that they couldn’t cope. Or HR trying to distance itself from these recruiting issues. Everything should be cohesive. Candidates know this. They’re not stupid. And a glance at the 100′s of comments on the G4S Facebook recruitment pages shows exactly what they think.
And when one of the rising topics centred around recruiting at the moment is Candidate Experience – this whole episode highlights, or should, how important it actually is.