The hangover of Covid sees various changes being brought forward into the post-pandemic workplace. Organisations embracing agile working, technological advancements and of course, the Great Resignation has completely upturned any idea of the office life that we had in 2019.
However, in tandem with these positive steps and allowing for more flexible working set-ups, we are seeing gaps emerging that are impacting the Media and Entertainment industry, as well as the recruitment trends within the sector.
The media sector revolves around creating memorable experiences for people. As described by Tom Lovegrove, Senior Strategy Director at Wasserman, “The brands who are at the forefront of true engagement recognise the value of togetherness and enable attendees to be active partners in the conversation and co-creation of the experience.”
What I have seen in the past year in recruitment, is that the experience candidates have throughout the entire interview process at your company plays a crucial part in them accepting your offer. In this market, most candidates will be involved in three or four different processes at any given time. It is imperative that you harness the power of experience and engage with the candidates in your entire process.
Covid-induced technological advancements that forced three years of digital uptake to happen in one year have made interviewing so much easier for candidates. Not having to take time off to interview and swerving awkward conversations like “why are you so dressed up today?” and “why did you book the upstairs meeting room for an hour this afternoon?” has changed the game for candidates.
However, while these digital experiences on Teams and Zoom are an ideal first-round interview option, there is a danger that you lose emotional connection if this is the entire process. There has been a huge focus on how to build empathy, reassurance and warmth into that digital experience in the media sector as a whole, so it should also be factored into the recruitment process when hiring new talent onto your team.
Overall, I have noticed that the businesses that are securing the top talent, are the ones that are running the slickest interview processes. They are the ones getting virtual first-round interviews booked within a day or two of receiving the shortlist from me, they are the ones providing detailed feedback following the interviews and if they like the candidate, they’re getting them into the office within days to meet members of the team and really selling the experience of working there to them.
The power of the experience cannot be underestimated here and in the craziest market we have ever seen, it’s definitely worth framing your recruitment process in a way that showcases the best your business has to offer.
As always, I’m happy to offer any guidance on how to perfect this process and secure you the best talent.
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