Your perfect candidate could be located in any number of talent pools — passive candidates, active job seekers, or even entrepreneurs. Your recruiting strategy has to have a sourcing plan to gather candidates with the skills and experience you need, as well as engage them through the entire selection process. A sub-par candidate experience can deter applicants from accepting positions and even damage your reputation as an employer of choice. Learn how to design and implement an experience that engages the emotional, physical, and cognitive aspects of your potential new hires.
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Lists are powerful tools. We use them to save time, to remind ourselves of what we want to achieve, and to recognize what and whom we value.
Top ___ Lists
Lists can also leave things behind, because they're only as valuable as the goals of the person creating them.
How many times have budget hurdles stood in the way of your talent acquisition pursuits and goals? Hear the methods, processes, and tips for success in building a business case for important talent acquisition purchases.
We’re in the business of people. However, sometimes our processes get so automated that we forget that how people experience the recruitment process makes a huge impact on the employer’s reputation. In a 2013 candidate survey, Seven Step RPO found that 25% of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75% of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42% of people who had a bad candidate experience said they would never reapply for a job at that company, 22% said they would tell others not to apply there, and nine percent said they would tell others not to buy products or services from that company.
On the heels of major business change, the recruiting function at HealthSouth was understaffed and hamstrung by inefficient processes and out of date systems. In this video, William Poynter, Director of Talent Acquisition and Brooke Glennon, ...Read more
A lot of companies try to view recruiting as a faucet that can be turned off or on as the need arises. But the reality is typically far from that perspective. For the recruiting department to be effective, it needs time to build and grow a pipeline of talent which necessarily involves a lot of moving pieces - employer branding, online talent communities, social recruiting, job boards, career sites, etc. Beyond that 90 day lead in, firms also often find themselves in situations where it makes better financial sense to outsource that work in today’s complex economy.
Big Data is an omnipresent force in our world. A quick review of the blogosphere and media suggests that tracking the data and analytics of all talent management aspects from hire to retire will be the wave of the future for HR.
A quick survey of Google returns a host of challenges poised to daunt talent acquisition professionals in the coming months. Part of any good strategy is not just identifying and examining the potential problems but also evaluating the risks associated with each quandary and determining the best path forward. As Sun Tzu states in the Art of War, “In the midst of chaos, there is also opportunity.”
The field of recruiting experiences hyperbolic technologic change and cycles. What’s hot and useful one day may be passé the next. Given the slow(ish) pace of adoption inside most organizations, by the time a new system or platform ...Read more
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