BP introduces candidate’s charter
6 March 2014
Global energy giant BP has introduced a candidate’s charter as it aims to give its candidates “a world-class experience” throughout its recruitment process, BP resourcing executives told a London audience on Tuesday (4 March).
Thu, 6 Mar 2014 | By DeeDee Doke
Global energy giant BP has introduced a candidate’s charter as it aims to give its candidates “a world-class experience” throughout its recruitment process, BP resourcing executives told a London audience on Tuesday (4 March).
The eight-point charter was developed after a 2011 BP survey revealed that six out of 10 candidates thought the company’s recruitment process were ‘good’ or ‘excellent’. The 2014 survey, taken since the candidate charter was launched, shows improvement in candidates’ perceptions, with eight out of 10 candidates thinking the process ‘good’ or ‘excellent’.
“We’ve still got a long way to go,” said Julia Markell, project manager Corporate and Functions Resourcing at BP, in her remarks to the Chartered Institute of Personnel and Development’s (CIPD’s) Recruitment Conference.
The recent survey polled over 700 candidates in two candidate groups, one of hired candidates and the other of candidates who were interviewed but not hired. Asked by Recruiter if involvement would ultimately be extended to candidates who had not been selected for interview, BP responded that this was not immediately intended.
The charter’s eight points include ‘Listen to candidate feedback and act on it’, ‘Ensure candidates feel welcome’ and ‘Enable best performance and a learning experience’.
In explaining the latter point, BP global resourcing lead Giles Harden said: “We want candidates to have actually learned something, and know how they can be successful in the future.”
An aspect of ensuring candidates feel welcome is having hiring managers going to greet candidates on arrival for their interviews at BP.
Improvements to the candidate experience are still underway at BP, Harden said. Among them is the design of improvements to the candidate onboarding portal.
The eight-point charter was developed after a 2011 BP survey revealed that six out of 10 candidates thought the company’s recruitment process were ‘good’ or ‘excellent’. The 2014 survey, taken since the candidate charter was launched, shows improvement in candidates’ perceptions, with eight out of 10 candidates thinking the process ‘good’ or ‘excellent’.
“We’ve still got a long way to go,” said Julia Markell, project manager Corporate and Functions Resourcing at BP, in her remarks to the Chartered Institute of Personnel and Development’s (CIPD’s) Recruitment Conference.
The recent survey polled over 700 candidates in two candidate groups, one of hired candidates and the other of candidates who were interviewed but not hired. Asked by Recruiter if involvement would ultimately be extended to candidates who had not been selected for interview, BP responded that this was not immediately intended.
The charter’s eight points include ‘Listen to candidate feedback and act on it’, ‘Ensure candidates feel welcome’ and ‘Enable best performance and a learning experience’.
In explaining the latter point, BP global resourcing lead Giles Harden said: “We want candidates to have actually learned something, and know how they can be successful in the future.”
An aspect of ensuring candidates feel welcome is having hiring managers going to greet candidates on arrival for their interviews at BP.
Improvements to the candidate experience are still underway at BP, Harden said. Among them is the design of improvements to the candidate onboarding portal.
