2022年12月7日

投资于人才开始建立一种良好的候选人的经验。心理学研究表明,感知到的性格特征可以印在一个人仅仅是毫秒。无论是业务经营店面,一个产品在货架上或一个网站吸引的眼睛,第一印象无处不在的原则。成功的企业家和企业了解有价值但短暂的机会接触客户,或者立即失去它们。在科技行业,这种策略的第一印象是一个双向的一部分招聘过程中,公司还必须证明它的吸引力的地方就业。在Zwift长滩举办健身科技公司通过游戏化的运动,促进积极的生活方式,招聘人员积极支持他们的候选人。优先招聘过程的核心价值观——透明度、沟通和面试准备——公司回访工作的申请人。“这些东西让候选人不钻牛角尖,避免“如果”或“接下来会发生什么”的感觉,“崔西Huyler说,高级专业人才的参与。这些努力需要:温室的研究显示,75%的求职者ghost面试之后。这个第一印象不仅允许潜在的才能一窥工作场所如何操作,但可以作为内脏检查在选择不同的雇主。 A thoughtfully developed candidate experience means that even if they’re not hired, they leave the process feeling respected for their time and having a positive image of the company. For a closer look at how a tech company can build out a candidate experience with people-focused intentionality, Built In LA sat down with Zwift to see how they make a great first impression on potential team members. What is the most important thing you want candidates to learn about your company, and how do you communicate it during the hiring process? I think it’s extremely important for candidates to know how much we prioritize diversity, equity, inclusion and belonging in both the game and internally within the company, aside from being known for fitness tech. We are actively working to build a team that values these factors and acknowledge that it all starts from within. To help us achieve this, our DEIB work is organized around three core areas: brand presence and reputation, employee experience and Zwift end-to-end experience for product and content. Additionally, we’ve organized several employee resources groups to accelerate our efforts and increase the collaboration and commitment across the company. In your opinion, what are three ingredients that create a great candidate experience? I personally believe that transparency, communication and interview preps are the three ingredients that create a great candidate experience. At Zwift, our recruiters genuinely root for our candidates and want to see them succeed. We believe in open feedback, prepping the candidates on who they’ll be talking to next and what to expect before their final interview loop and always circling back as soon as we hear of an update. Communication is key. At Zwift, our recruiters genuinely root for our candidates and want to see them succeed.” How has your candidate experience changed over time, and why did you enact those changes? We have built out a candidate experience survey that we send out to candidates who finish the final interview loop to help us gather feedback. Once a candidate has talked with the entire panel, they have the opportunity to participate in a five minute anonymous survey that asks questions relatable to their overall interview experience with us, from beginning to end. Doing this allows me and my team to continuously improve our recruitment processes to achieve the best interview experience for our candidates.