Here’s another cool “small world” story that just happened within the Career Horizons orbit — and one that reveals an interesting new twist on the modern hiring process! Yesterday, one of my clients mentioned that she’d been applying for a job down at Multicare, the health care company based in Tacoma, but ultimately decided to bow out of the process without fully completing the on-line application. Nonetheless, she was pleasantly surprised to receive an automated e-mail from Multicare, within the next few minutes, asking her to fill out a brief anonymous survey sharing her perceptions of the company’s application process.
Here was the text she received:
“MultiCare would appreciate your participation in a short survey about your experience and current perception of their jobs, work environment, culture, hiring process, and employees. The survey is fully interactive (so it focuses quickly on what is most important to you), and just takes a few minutes to complete. Because MultiCare can only see the aggregated responses of all survey participants, you remain anonymous while they work to improve the experience for job seekers and new employees. To take the survey, follow this link…”
To me, the very notion that a company would CARE about the perception job seekers have of its hiring process is a pretty worthwhile thing to celebrate, in its own right, but I’m even more impressed by an employer that would solicit the opinions of those candidates who don’t even complete the application process. If a company were to only limit its survey data (as some probably do) to just the subset of applicants who end up completing the process, and/or getting hired, they’d obviously end up with a pretty skewed set of results — and one that would paint an artificially-positive view of the process in question! It would leave out all of those job seekers who might have been intimidated by a company’s application system. Or found it cumbersome. Or were confused by it. Or felt it was biased in some way based on age, gender, sexual orientation, or ethnicity. So the fact that Multicare seeks out the opinions of ALL potential candidates is a pretty nifty thing, at least from my standpoint.
The small world part? It turns out that the company that produces these surveys, Improved Experience, was actually co-founded by a friend of our firm down in Texas named Alise Cortez. And while we’ve known about Alise’s product for a few years now, this is the first time one of our clients (to the best of our knowledge) has actually bumped into it in the real world, here in the Puget Sound area. So it was great to be able to circle back around to Alise, let her know her product had been encountered by somebody we knew, and to let her know that this person’s reactions to the system were extremely positive!
It will be interesting to watch, going forward, whether other employers besides Multicare raise their consciousness in terms of the hiring process and employ tools such as Improved Experience to make their application systems more approachable, efficient, and effective. With all the horror stories one hears about how poorly companies are treating job applicants these days, it’s a pretty safe bet that certain employers are scaring off (or accidentally weeding out) a large contingent of top-notch talent, right from the outset, simply due to a poorly-designed application process!