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The Candidate Experience and Your Brand: An Overlooked EOS Issue Most companies running on EOS put real focus on the client experience. You measure it, you build Rocks around it, and you hold people accountable to it. But when it comes to the candidate experience, it often does not get the same attention. Here is the problem: every candidate you talk to, whether you hire them or not, walks away with a story about you. And bad stories travel fast. Candidates will tell colleagues, friends, and even future customers if they have been ghosted or treated poorly. Good experiences rarely spread the same way, so one bad impression can undo a lot of hard work. Why this matters for EOS companies How to strengthen the candidate experience Bottom line Candidate experience is not an HR detail. It is a leadership responsibility. If hiring is part of your Rocks and you are serious about strengthening your People Component, then how you treat candidates needs to be on the table. At your next L10, ask your team: If I applied here, would I feel respected and aligned with our values? Or would I walk away telling a different story? If you hesitate, it is time to make candidate experience part of the Issues List.

Your Company Might Be Involved in a Hiring Scam—Without Knowing It They’ve got your logo.They’ve cloned your About page.They’re pretending to hire on your behalf. Scammers are creating duplicate versions of real company websites to lure job seekers into a fake hiring process—and it’s working. These fraudsters build credibility through phony interviews, then seal the deal with a fake offer letter. What comes next?They ask for sensitive personal information under the guise of “onboarding.” How the Scam Works By the time the candidate realizes it’s a scam, they’ve already handed over everything. How to Protect Your Brand – and Your Applicants Claim your digital territoryBuy common variations of your website domain—like .net, .co, or common misspellings—to prevent scammers from using them to impersonate your company online. Stay alertSet up Google Alerts to get notified if your company name appears online in phrases like “job offer from (Your Company)” or “careers at (Your Company])” This way, if someone posts a fake job or creates a phishing site with your name, you’ll get notified and can take action. Add a Clear Careers DisclaimerLet candidates know that all hiring communication will come from your official domain (e.g., @yourcompany.com) and that you never request sensitive information until after verified employment begins. Proactively Warn ApplicantsInclude a short note in job postings and auto-replies: “We’ve been made aware of fraudulent job offers claiming to be from our company. All legitimate communication will come from [your domain], and we will never request personal financial information as part of the interview process.” In a competitive hiring market, your candidate experience starts long before the first interview. Taking simple steps to protect job seekers from scams isn’t just good cybersecurity—it’s good leadership.

The Role of the Visionary in Hiring: Influence, Not Execution In most EOS companies, the Visionary has a powerful presence – and for good reason. They’re the heart of the organization’s big-picture thinking, culture, and future direction. But when a critical seat needs to be filled, many Visionaries want to jump right into the process — writing job descriptions, scanning through resumes, and even interviewing early-stage candidates. It comes from a good place – they care deeply about the team. But here’s the catch: Hiring is one area where the Visionary’s influence is critical, but direct involvement can slow things down. Visionaries move fast, think out loud, and connect dots instinctively. That energy fuels growth—but in a hiring process, it can create friction. Here’s how it often plays out: Even with the best intentions, Visionaries can unintentionally create chaos when they insert themselves at the wrong moment. And meanwhile, their focus is pulled away from the things only they can do. So what’s the right level of involvement? Here’s how Visionaries can stay plugged in – without taking over: When Visionaries show up with focus rather than force, the whole process moves faster and lands stronger hires. When that input is intentional and well-timed, it elevates the team’s thinking and sharpens the decisions that follow.