What are the MOTs in a selection process?

Moments of Truth (MOT), for a candidate

The moments of truth are those points of contact between the candidate and the company that are the most important and critical.
Nowadays, candidates access companies easily and directly through the web, social networks, employment portals... This implies that the experience has to be much more worked on from a tactical point of view, but above all, from a strategic point of view.

How can Employer Branding work to generate positive experiences?

Employer Branding is the term used to describe a company's reputation as an employer. In other words, what can the company bring to
employees, current or potential. Talent teams must define strategies designed to ensure that the candidate's experience. [/vc_column_text]

CX (Candidate Experience)

The candidate goes through several phases throughout their experience with us, in fact, it is essential to analyze them through the famous “Candidate Funnel”
MOTs are the turning points that occur between the candidate and the company throughout their experience together, always seen from the perspective of
postulant.

0. Moment zero of truth

The candidate does not yet know the company or has not started interacting with it. In this phase, as a company, we must ask ourselves: does the candidate I want to reach know my company? What do you say or think about it?

The work here is carried out by the Human Resources teams, where the answer to all these questions is implemented through attraction plans and Employer Branding strategies.

1. Moment one of truth

Candidates who do not yet know us or have not interacted with us decide to start looking for companies or offers that suit the position they are looking for.

In this phase, the questions we must ask ourselves must be more focused on that search (in order to be the answer).

Do candidates know what profiles we are looking for? Do you know what we are working on, with which brands or sectors?

2. Moment two of truth

The real CX arrives, the candidate finds us, sees our offers and all the digital showcase we have prepared for him.

The most important thing in this phase is that we cover the user experience itself. In other words, we must be aware that technically they can carry out the actions (see offers, sign up for them, register on our website...) and that during the development of these actions the process is human and close so that you feel comfortable.

That is why the questions we must ask ourselves are: has it been clear what profile we are looking for? , does the candidate know that we have received their registration?

3. Moment three of truth

The candidate has already signed up for the offer. Now the work of managing candidates begins, crucial for a positive candidate experience.

If we don't address this point or don't work on it, everything we've done before will have been of no use.

We must then ask ourselves: Is the candidate informed of their evolution in the selection process? Do you understand what phases you will go through throughout the process?

4. Moment four of truth

The candidate moves forward in the process and it's time to get to know each other. It can be a physical interview but also a digital one.

In this phase, we must analyze what the interaction has been like from the candidate's perspective. Have you been comfortable? Have we transmitted the company's values to you? Has there been a feeling?

5. Last moment of truth

The candidate has succeeded: he becomes part of the company!

Welcome to the company, transparency of tasks and position conditions, presentation of the team... All of these points are key to a good experience. From here on, we would talk about the MOT Moments of Truth for the Employee and not the Candidate.

So if the time comes to say goodbye, which is never easy, we must be clear that that moment will determine the type of relationship we will have with that person from now on. Do things in a way that leaves you satisfied and proud to have been part of that organization.

Ultimately, all of these elements are important when it comes to maintaining a long-term relationship with the employee.

By identifying the candidate's real moments, you'll be able to understand how well or not you're optimizing your interactions and fine-tune each part so they can have a true recruitment experience. More and more companies are betting on recruitment software that streamlines and facilitates the efficient selection and hiring of candidates.