Candidate-centric hiring experience

Pitichai Dejprasertsri, Director of Talent, Minor Food

Pitichai Dejprasertsri, Director of Talent, Minor Food

Today’s landscape is a candidate-driven job market. Leading companies will do anything to attract the qualified Talent that they are looking for. We experienced a global pandemic in recent years, and now things are starting to bounce back, especially in Asia, so every single company has no choice but to hire the best in the market. Now the question is what can we do differently to increase our chances to attract more talent to our organization. In this article, I will share some ideas on how an Agile mindset can help our talent acquisition to keep up and compete in this chaotic world.

1. Individuals and Interactions Over Processes and Tools This is the first Agile value in the Agile manifesto. No matter how well your Talent acquisition process and how high-tech your tools are, it is the candidate you interact with and the way you collaborate that determines success. After all, processes and tools are worthless if your team and candidate cannot communicate to each other. Your team and their ability to communicate effectively and efficiently is more valuable than the processes they follow or the tools you use.

2. Feedback is a Gift An Agile mindset places a lot of value on customer feedback. It is impractical to improve any product if you don’t get it out and collect feedback from customers. Furthermore, the worst thing is getting the product out and not even collecting any feedback from customers. Ongoing feedback from customers to the working team is valued in agile organizations. In the same way that candidate feedback is also valuable to the Talent acquisition team. You cannot get it wrong when you listen to your candidates.

“We can be more insightful by utilizing candidate’s feedback in both spoken and unspoken formats which will help encourage creativity, make Talent talent acquisition more effective, and allow teams to respond faster and more directly to what their candidates actually want and need”

3. Evidence-based decision making. To make sound decision making, we need to fully explore the options and possible outcomes of decisions to make better and deeper decisions. We need to find the candidate value proposition and how our targeted candidate looks like to make a difference. Under the agile philosophy, customer collaboration begins early in the development process and happens frequently throughout. This culture helps a working team ensure they’re delivering effective and useful solutions to customers. Throughout the process, it is undeniable that you need to learn and interpret a lot of gathered data and information into the insight. As well as analyze a lot of data from your system to make evidence-based decision making that delivers customer value. When you use this approach, you reduce risk and eliminate assumption.

The key takeaway from this is that it is not a Talent acquisition process but the interaction between Talent acquisition and candidates that matters the most. We can be more insightful by utilizing candidate’s feedback in both spoken and unspoken formats which will help encourage creativity, make Talent acquisition more effective, and allow teams to respond faster and more directly to what their candidates actually want and need. Finally, motivation, environment, support, trust within the team is everything. A supportive environment will mean different things to different people. It comes down to knowing your team and knowing how to communicate with them and supporting the individuals within it. Highly motivated people attract highly exceptional and motivated talent.

Agile