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Cisco Pivoting to a Candidate-centric Recruiting Model

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Cisco’s Shift to a Candidate-centric Recruiting Model is described in this article by Janine Milne, a freelance writer in the UK, Making First Impressions Count…at Cisco. It is very well done and reflects a rapidly increasing trend to map recruiting from each stakeholder’s perspective.

I saw Ian Bailie, Cisco’s Senior Director of Talent Acquisition and People Planning Operations, speak last month in NYC at a Talent Tech Labs event and he covered many of the same elements.

Common candidate-centric recruiting approaches

  • The Journey: Employers are ‘Curating’ the same practice from a different angle- the candidate…touchpoint by touchpoint. I don;t think we should stop there. The same approach can be applied to each stakeholder.
  • The ROI: By measuring each stage of recruiting- even each touchpoint from the candidate’s pov, employer’s are working backward from debriefing the new hire, to finalists, to those who apply and, eventually to the pipeline of aware, interested and ‘ready-to-be-engaged’ prospects. From there, prospect conversions, re-applications, referrals, even corporate performance can be assessed. More and more firms find that a Net Promoter Score style approach helps to align their progress.
  • Solutions focused: Insights are one thing but actions count. For example, as noted in the Cisco article, counseling hiring managers after getting feedback from candidates about their interview performance is turning data into a decision tree that leads to positive change.
  • Testing: Willingness to A/B test different tools in delivering a ‘touchpoint’. Technology in and of itself is not a Candidate-centric solution unless it specifically enhances/leverages a positive practice.
  • Benchmarking: Learning and assessing the relevance of what other firms are doing can stimulate new ways of delivering

Gerry Crispin

Gerry co-authored eight books on the evolution of staffing and has written 100s of articles and whitepapers on similar topics during a career in Human Resources that spans more than 40 years from HR leadership positions at Johnson and Johnson; to boutique Executive Search firms; a Career Services Director at the University where he received his Engineering and 2 advanced degrees in Organizational/Industrial Behavior; and, GM of a major recruitment advertising firm even as he launched CareerXroads 20 years ago.


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