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Scott Weaver

Global HR Leader | Co-Founder TANSD | Speaker | Candidate Experience Award Winner

Scott Weaver is a Global Talent and People leader renowned for creating exceptional experiences throughout the candidate and employee journey. With a track record of improving efficiencies, Scott actively integrates cutting-edge technologies to enhance organizational programs and processes. He brings over 20 speaking engagements to his credit, notably as a Master of Ceremonies and keynote speaker at prestigious industry events like the ERE Recruiting Conference and the Candidate Experience Awards. Scott has also held speaking roles at the AACE Symposium, various university events, and HR technology workshops.

Highlights

Jun 25 · linkedin

Hunter Baker is #hiring. We have 2 immediate needs for a Construction Admin in both Louisville and El Paso.

Feb 5 · linkedin

Too often, talent acquisition teams think all candidate experience roads lead to flowers, cake, and rainbows, but there's a more effective approach...

Unless you're the 1% that landed the job, candidates want respect, not cake.

The recruiting team at OCMI, Inc. (O'Connor Construction Management) started building our new candidate experience based applicant flow process last week and we focused on 4 things:

  1. Natural Recruiter Workflow: Experience tells me that you have to build a workflow that is natural for your Recruiters or it won't be followed. Have them outline how they typically run a requisition and ensure your applicant flow emulates that.
  2. Hiring Manager Tendencies: Yes, there are Hiring Managers who don't provide feedback, but frequently, the process isn't built for them. Understand how your HM's like to work and aim to make it easy for them to provide feedback. And no, your 10-step, ATS based 'efficiency' isn't going to work.
  3. Candidate Journey Transparency: Understand your candidate journey, build it in-line with your Natural Recruiter Workflow, and set expectations w/ candidates before or directly after they apply. "But how?" you might ask? Have the guts to be transparent... and so much more. 😉
  4. Forced Decision Making: Everyone is human. Most Recruiters don't like to reject 'good candidates' if they're not selected. This is especially true from the initial 'Apply' to the 'Recruiter Screen' stages. Build in rules to hold both Hiring Mgrs and Recruiters accountable to the process, and then measure compliance frequently.

TLDR: This is the TLDR... it should've (and could've?🤔) been a 4 part series.

Scott Weaver
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Location

San Diego, California, United States