Order ID:89JHGSJE83839 | Style:APA/MLA/Harvard/Chicago | Pages:5-10 |
Instructions:
Staffing Challenge Response
Improving the Candidate Experience at Airbnb
To improve its candidate experience, Airbnb set a goal to have job candidates walk away saying, Wow-those Airbnb people are so smart and coordinated-Im even more excited about the chance to work with them. 194 The recruiting team started by brainstorming how they wanted the hiring process to feel at each step and mapped out its ideal process from both the hiring teams and the candidates perspectives. They also benchmarked their auto-reply application messages and learned that theirs was the same boring message other companies were using. They wrote a new message that reinforced Airbnbs employer value proposition, outlined the next steps in the hiring process, and provided suggestions for what candidates could do while they waited to hear back (e.g., read the frequently asked questions on the website, watch company culture videos, etc.). 195 The recruiting team then created a variety of employer value-proposition-branded templates that could be quickly adapted by recruiters when communicating with candidates. The recruiting team was also given the responsibility to extend offer letters. This reduced the time it took for candidates to receive an offer to just a couple of days.196 They even held lunches to help employees improve and update their LinkedIn profiles because they knew candidates would be looking at them. Every week they started recognizing a recruiter who went the extra mile for a candidate, such as a hiring manager who went hiking on a Saturday to recruit a top prospect. 197 The on-site interview process was improved by giving each interviewer a distinct role ensuring that they dont ask the same questions. They also prep interviewers to help them tailor their approach to each candidate. For example, a manager might be sent a calendar interview invitation saying, Super passive candidate. Had coffee with Mike three months ago. Have been courting ever since. Need to sell. Candidates arriving for interviews are greeted with a personalized welcome note written on the white board in the interview room and are given a tour of the office to help reduce interview nerves and improve their ability to assess their fit. Rejected candidates are informed via e-mail but are invited to call for feedback if they would like. Airbnb feels that this gives the candidate time to digest the news, making the feedback conversation more productive and helping them feel more positively toward the company. After passing a certain stage of the hiring process, candidates are also given a coupon to thank them for the time they spent with Airbnb.198 The company also took steps to mitigate recruiting bias and hire more diverse employees by focusing on being objective and identifying the best candidates for the job, not just hiring the people they most wanted to hang out with. 199 The recruiting team worked with hiring managers to conduct a job analysis and identify the attributes for success in each role. After securing agreement on the right skill sets, the interview questions and scoring key were developed. Interviewers were also trained to objectively and accurately evaluate candidates. Interviewers were discouraged from looking for common passions and hobbies on a candidates resume because doing so promoted bias when they developed stronger connections based on similar interests that had nothing to do with job success. Unconscious bias training was also conducted. 200 The changes appear to be working as employee diversity has increased, 201 second-time candidates are increasing, and more friends of former candidates are applying. 202
RUBRIC |
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support 91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Improving the Candidate Experience at Airbnb |
Improving the Candidate Experience at Airbnb