Should we pay job candidates to interview? FoodShare Toronto thinks so. The non-profit organization began paying job applicants $75 per interview.
CEO Paul M. Taylor told CTV News Toronto, “I think employers have gotten off scot free for far too long by expecting candidates to bear the costs of an interview. We recognize that people sometimes have to take time off work to go for an interview. People have to commute, pay for transit or get childcare and we think employers should and should be paying for that.”
And its not just the interview…
FoodShare says that any time a candidate is asked to prepare a presentation or assignment for an interview, they will financially compensate the candidate for that work at a rate equal to the hourly rate for the position, based on the number of hours the hiring committee believes the task should take.
What’s your take on this new policy?
Here’s mine: I think it is admirable. You are showing that you value the time of your potential employee and that you recognize the costs involved with interviewing.
In a time when employers are struggling for quality candidates, this becomes a differentiator. Doing this little extra is also a harbinger. How you manage the recruiting of a new employee speaks volumes about the culture of your organization.
Stan Phelps walks the walk. He stands out in the sea of sameness by modeling his own Differentiated Experience (DX) message: Differentiation isn’t just about what you say, it’s about what you do and, more importantly, how and why you do it. Stan leverages his unique collection of 5,000+ case studies on customer, employee, and brand experience to engage audiences with informative learning-based experiences. He believes purposeful DX wins the hearts of employees and customers, and differentiation ultimately boosts loyalty, retention, referrals, and results.
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