<aside> 💡 Last edited on: January 18, 2024

Contributors: @John Faulkner-Willcocks & @Adam Horne

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Why

Why have a policy, page or process like this?

3 reasons:

1. External applicants - builds clarity, trust in a market characterised by low bar. #ghosting #automated_rejections #laggy_response times #poorCX #fake_employer_brand
2. Internal alignment on hiring in the right way, consistent process, comms of culture, values = consistent candidate experience and big ++ for your employer brand.
3. Accountability - encourage companies to share CX scores —> link to compliance here too!

What

Interview Process (breakdown team to team)

• letting people know if there will be a test, cultural assement and will there be accomdation made for those who need it

• Clear on:

  • Who you’ll meet
  • Format
  • Timeline
  • Assessments / projects / panels
  • Do you provide feedback?
  • paid or not!
  • technical test etc!

  <aside> 💡 Incredible example from Accurx:

  </aside>

Transparent, authentic job ads

A lot of folks pretend they’re something they’re not. Aside from fostering a negative candidate experience this also creates waste in your hiring process.

Better way: own your culture and be real about it. This will attract and repel the right talent for your business:

<aside> 💡 Curated set of examples to bake in to your job ad

The Open Job Ad [template]

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Assessment - be open so you can be fair.