Your address will show here +12 34 56 78
For Companies

You do realize that everyone that you interview will be talking about you, correct? When a candidate has a good or great interview experience they may tell a few friends but you can bet if they have a bad experience they will tell everyone and also will tell the world via sites such as Glassdoor. A few missteps can make your company look disorganized, not candidate friendly, insensitive, cocky with a blind ego problem. Once that bad experience gets out it is extremely difficult to change or reverse. Whether the candidates gets the role or not you want them to have a great experience – right?

Don’t be like a global company I know that believes people are lined up to want to work there, have hiring managers that call within minutes of a scheduled interview to communicate they cannot make the interview (it has been on their calendar for days, even weeks) or their schedule is so disorganized that they can only give a few rushed minutes to an interview. Ouch, what kind of message does that send to a candidate?

A great candidate experience is not just nice to have, it is a business imperative.

In this highly competitive job market timely follow up, clear communication and personalized interactions all have a huge impact on revenue, hiring costs and the ability to attract the best talent.
I like to dabble in the kitchen and for sure on the grill using new and interesting recipes so in that frame of mind here are ingredients that can make a great recipe for an outstanding candidate experience:


– always tell candidates what to expect next, from the receipt of their resume, to reminders, thank you emails and yes even rejection emails. People just want to be communicated with, it may not be what they want to hear BUT they at least know in a timely manner. Candidates simply want to know – I bet you do as well.

Put the candidate at ease

– prior to their arrival let them know how their time with you will be spent, prior to their arrival make sure they know where to park, where to enter the building and who to ask for. Make sure they know where the rest rooms are, provide water or something to drink.

Include others

– such as the receptionist in your gathering of information, let the receptionist know who is coming for an interview and ask them how the candidate interacted with them – it can be valuable information. How did the candidate act when the decision maker(s) were not present?

Candidate or Client/Customer or both

– whatever it is that you make, sell or provide the candidate could be a customer. If a bad interviewing/candidate experiences are taking place does that impact sales, services, potential customers? You bet it does.

“Walk in their shoes”

– when determining the interview schedule, the rhythm of the interviews, the interview participants think and plan as if YOU were the candidate.
Prepare your interviewers – let them know why they are asked to participate, why it is important to be present and on time, prep then on how to

Rule of Thumb

– Interview (rule of thumb if it is not job related then it is not relevant), let them know why it is important that they be prepared.

Pay attention

– Give candidates your full attention during the interview(s).

Continue to recruit talent, always

– If there are other candidates that may be good fit for future openings keep in touch with them.

Here are some stats that back up the need for a great, positive candidate experience (even if they don’t get the role):
  • 87% of talent have indicated that a positive experience can change their mind about a role or company that was once doubted.
  • 82% of talent indicated that with a great candidate experience they are likely to make a positive referral.
  • 27% of talent will tell others to not apply to the company and 9% will ask others to boycott the company’s product, 30% to 50% of candidates with a bad experience would buy less goods and services where a positive experience can yield 40% would buy more goods and services.
  • 61% that have a positive experience will encourage colleagues to apply to the company.
  • 75% of talent never hear back from a company after applying or sending a resume.
  • 60% of talent say they have gone for an interview and never heard back from the company.
  • 42% with a negative experience will never apply to that company again.
  • 54% of candidates with a positive experience are more likely to accept a job offer while 39% with a bad experience would reject a job offer.

Now go and create your own winning recipe using these and other “Common Sense” ways to create a GREAT CANDIDATE EXPERIENCE – it will pay off.

As this will be our last blog for 2019 – I wish for each of you a very Merry Christmas and a Happy Successful New Year.  Remember as you have recruiting needs in 2020 keep P3 Integrity Recruiting on your radar – give us a call and let us show you why we are different, you won’t be disappointed.

P3 Integrity Recruiting

For Companies

Congrats! You got the employee you wanted. Now the real challenge: How do you keep them? Here are 3 tips to retaining top talent in 2019.

Employee turnover is highly nuanced. WillisTowersWatson reports that as much as hiring has increased, so has employee turnover and attrition. Furthermore, only 42 percent of employees say their employer does a good job of retaining talented employees.

The hiring process doesn’t end on your new charge’s first day. It continues for the entire duration of his or her employment. Similar to a romantic relationship, you need to keep courting this person through the years to show your appreciation and your devotion to making their experience with you worthwhile.

With employee retention, complacency will be your undoing. It won’t always be as easy to keep employees satisfied as it was at the beginning of their employment when the hype and excitement were the highest. Resting on your laurels is like a virus to company morale, leading to lack of motivation, inspiration, and work ethic. It’s a two-way street.

Now that you know what job seekers are looking for in a company, here are some ways to put into practice what will make them stay.

Establish Your Digital Brand

In case you missed it, everyone is online. There’s really no required need to talk to a human about anything, think about it you could do this every day should you choose to do so. The endless trove of information that is the Internet is also why job seekers feel more empowered in their job search and career trajectories than ever before.

Appealing to employees through means that are ubiquitous to their daily lives is key to grabbing and sustaining their attention. Creating a community that values the sharing of ideas and content through social media and your website will help you appear more accessible, thoughtful, and inventive.

Educational, training, and branded videos are always highly effective at showing people what your company is about. Providing your employees the tools to succeed and explore how they fit into the bigger picture instills confidence, contentment, and autonomy. Micromanaging and trying to dictate exactly how one thinks of your brand never gets anyone anywhere. You hired these people for a reason – to do a job you can’t. Let your employees cherish the learning opportunities that come with interacting, experimenting, and learning from your brand.

Provide Career Development Opportunities

If there’s one thing that cannot be overstated, it’s the importance of providing career development opportunities for your employees. LinkedIn found that the same reason people joined companies is the same reason they leave – career development, or the lack thereof along with how they feel about their manager (another itme for another time).

A staggering stat from the report states that employees who don’t think they can reach their career goals with their current employer are 30 percent more likely to consider leaving. And quite frankly, if they’ve considered leaving, the battle is already lost.

A few ways you can prioritize career advancement opportunities are through the following:

Career Services

There’s a delineation between career counseling and advising that’s hard to grasp but important to acknowledge. Career counseling is typically for individuals who don’t know what they want to do for a career. Career advising is for wmployees who have chosen a path but require guidance as to how to navigate that path to achieve their career goals.

Advising your employees on how they can grow in their roles will help them set goals and show them just how much you’re dedicated to their professional and personal development.

Seminars (Continuing Education)

Seminars, either led by your leadership team led by invited speakers on a given topic or external opportunities can offer employees a chance to learn something they would not have elsewhere and to directly engage with your company as a valued partner in the organization’s growth. The idea is to give employees inspiring examples and tools for them to take and run within their work for you. The more employees have at their disposal, the more creative freedom they feel.

These seminars are also advertising for your company. Encourage employees to share these events on social media for their networks – and the professional community at large – to see the value in working for you.


High-retention-risk employees are less engaged at work. A way to spark engagement is collaboration. Collaborating with employees is vital to cultivating an environment that uplifts and celebrates people’s unique perspectives and passions. Employee-directed workshops, brainstorming sessions, special projects and presentations show your interest in growing their leadership skills. Think of it this way: These are the people that could be assuming your position one day – what do they need to know to be successful in that capacity?


Thirty years ago, Monty Python’s The Life of Brian gave us a perfect satirical interpretation of human individualism.

Brian Cohen is an average Jewish man living in harsh Biblical times who, for one reason or another, has gained the widespread reputation that he’s the Messiah. He tries to refute it time and time again, but his desperate attempts to convey the truth about himself only grow his followers’ faith in him.

One day, a massive crowd assembles outside Brian’s quarters. He’s clearly had enough – nothing he does can shake their presence. As the crowd eggs him on to speak from his window on high, he implores them to think for themselves instead of blindly following him.

“You’re all individual!” he proclaims.

The crowd chants back “We’re all individual!”

Brian shouts again “You’re all different!”

“We’re all different!” the crowd predictably answers, with a single voice clarifying “I’m not!”

The desire to be respected and accepted for who we are is universal. No matter our job, education, or background, respond positively when we are publicly recognized for our individuality, special capabilities, and unique value we bring to a larger collective.

In a business setting, it’s not the grand gestures that matter. It’s often simple reminders that help bring out an individual’s confidence in who they are and why they’re valuable to you. Recognition can be shown in many ways:
Recognition in a team setting

Employee-of-the-month awards and goal achievement awards
Incentive programs 
Team outings and workshops 
Birthday, engagement, or work anniversary celebrations/acknowledgments 
Peer and management recognition 
Customer testimonials and feedback

The more important an individual feels in furthering your company’s mission, the more likely he or she will remain with your company in the long-term. 

Is it time for you to embrace change? Speak to a recruiter about finding an employee that’s right for your business >>


Job Search

The hiring process isn’t throwing jello against the wall and hoping something sticks. No – you want the bullseye, that person with an ideal balance of technical skills and a great personality. How do you give yourself the best chance of finding this diamond in the rough?

To paraphrase John F Kennedy, “Ask not what job seekers can do for you, but what you can do for job seekers.” Putting job seekers’ needs and desires at the center of your recruiting process will give you unique insight as to what they value most in a company. Approaching it from this perspective uses your time and resources effectively and gives you a broader pool of qualified candidates to evaluate.

Here’s what today’s job seekers are looking for the most in a company, from the first encounter to the first day on the job.

What Job Seekers Want According to the Data

  • A recent LinkedIn survey polled 14,000 professionals across the globe about their job-searching behaviors and attitudes. Ninety-percent of them said they were open to new opportunities. However, to find the right opportunity, they need access to the correct information.

    Respect applicants’ time and give it to them straight: What’s in it for them? Include all possible details of the position:

    Job details
    Salary range
    and Employee Reviews 

    so job seekers can feel more confident in making the proper judgment call.
  • Your company culture is essential, but whether or not you can fulfill their baseline needs as a working individual is what qualifies you as a potential employer to job seekers. Nowadays, people have unprecedented levels of access to information; even if you didn’t tell them, they’d likely find out anyway through job boards, review sites, industry guesstimates, or word of mouth. Wouldn’t you prefer they hear it from you personally?
  • Remember, a candidate wouldn’t go through the marathon that is applying for a position if they didn’t believe the opportunity was worth it. A company that’s transparent about what it needs from prospective employees from the start will receive more qualified, enthusiastic, and motivated applicants.

“Don’t recruit me, court me.”

At one point in time, we’ve all been job seekers running the marathon that is applying for jobs. Ergo, we can appreciate when a company takes the time to express genuine interest in you and your qualifications.

The same LinkedIn survey revealed 63 percent of the professionals said they felt flattered when a recruiter reached out to them. Another 56 percent stated they are more likely to respond if a hiring manager reaches out directly. A personal outreach feels less like recruiting and more like a friend with your best interests at heart and a sincere appreciation of your skill set.

Because job-seeking has moved mainly to online, that’s where you should be, too. Communicating with job seekers online allows you to answer inquiries and deliver information at lightning speed. Consider either being more aggressive on job sites or hiring a recruiter to be able to contact and track multiple candidates at one time.

The company that has the attitude “everyone wants to work for us” or “why would they not want to come to work here” or the ones that feel they are doing an individual a favor by hiring them is lost, they believe their own hype, not realistic, old fashioned and are in need of a wake up call.

Work-Life Balance

  • A work-life balance is a challenge to achieve personally and a challenge to help foster as a company. The need to achieve and surpass expectations often compels employees to prioritize work over family, friends, community groups, self-care, personal growth, and other activities that keep them healthy and happy.

    Prospective employees want to see your commitment to providing a work-life balance that is respectful of individuals’ time and prevents employee burnout. Among the many things employers institute to promote a healthier work-life balance are:

    Flexible work schedules
    On-site childcare
    Subsidized gym memberships
    Generous PTO
    Company-sponsored events and activities

    A proper work-life balance leads to a less stressed, more productive workforce.

    Your employees help define who you are as a company – keeping them healthy and happy is paramount not only to employee retention but securing top talent in the first place.


Everyone wants to be happy. But, the traditional “American dream” of a white picket fence and a pension plan no longer satisfies today’s workers. Current job seekers prioritize finding opportunities where they can make a difference and feel a sense of purpose.

Younger generations are adopting a minimalist lifestyle and valuing experiences over things to be happier and more stress-free. This translates to their work. The emphasis is very much on the impact an individual can have on a company and the greater community. Along with achieving a work-life balance, an employee feels true happiness when he or she feels like their work matters in making life better for others.

Key takeaway:

Companies that have a vested interest in employees’ professional development and helping them be their best selves will attract top talent.

In addition to purpose-driven work, an inspiring work environment is beneficial to the modern employee. Since the office is where your employees spend the majority of their time every day, making it feel like a home away from home will add to its value. The typical image of a Millennial startup with common areas, coffee bar, comfortable seating, and work remote options have spearheaded this mentality. While not all of this applies to every company or industry, it goes to show that it’s the little things that matter to the big picture.

At your job, you wear a lot of different hats, including the Hiring Manager. We can wear that one — it looks good on us.

Start hiring for my company >>