Candidate Experience

Create an experience that engages your potential new hires throughout the selection process

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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Learn More about Candidate Experience with our Top Resources

ArticleArticle

The Beauty of Delayed Gratification

September 23, 2013 | Dr. Todd Dewett | HR Examiner

Our myopic focus on satisfying short-term needs and desires is killing us – both individuals and organizations.  We simply are not good at understanding the beauty of delayed gratification, hard work, patience, and smart risk ...

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InfographicHCI Research

Eight Common Recruiting Myths, Debunked

September 17, 2013

There are as many different opinions about how to ‘hire the best’ as there are techniques deployed within organizations to attract, select and hire top talent. With these differences comes natural bias; one firm will strongly believe ...

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BlogCandidate Start

Activate the Passive Candidate

September 17, 2013 | Daniel Fogel | HCI

The talent acquisition field hears a lot about passive talent now. A quick Google search on “passive candidates” returns more than 1,790,000 hits. There is no shortage of experts and firms offering advice on how to best search for, engage and hire these elusive candidates.  
 
What is the best way to move forward? Jessica Miller-Merrell offered some great advice in a recent post. She broke down the task into three distinct sources: references, employee referrals and the firm’s current database. Using the references of candidates applying for open positions is an often talked about source of qualified candidates that may not be actively seeking new positions...   

BlogCandidate Truth

The Truth about Candidate Experience…

September 9, 2013 | Kara Yarnot | HCI

For the past few years, the buzz in talent acquisition has been on improving the candidate experience.  “We need to eliminate the application black hole,” they say.  “Every candidate should get an explanation of why they didn’t receive an interview or offer,” the experts write.  In this year’s CareerXroads Mystery Job Seeker Report, Gerry Crispin and Mark Mehler conclude:
 
“The pace of changing online recruiting practices has, to say the least, been glacial at most companies. This paper highlights many of the same shortcomings that have plagued them for years. Yet what is particularly difficult to understand is why this continues to be the case when the fixes are straight-forward.”

BlogPassive Myth

The Myth of Passive Candidates

September 3, 2013 | Daniel Fogel | HCI

In June of 2013, LinkedIn announced that they have more than 225 million members in over 200 countries.  It is hard to find a professional now who does not have a LinkedIn account and roughly 40% of LinkedIn users log on at least once a day.  LinkedIn exists as a social network to connect the workforce, share content, endorse coworkers and find jobs.
 
Many active job seekers use social networks like LinkedIn to find jobs on a personal level, and one can see many talent acquisition professionals using these same networks and tools, to source “passive” candidates on a professional level.   A passive candidate is a qualified individual who may not be actively seeking new employment opportunities but would be interested for the right job.  It stands to reason though, that if one asked any coworker if they would be willing to do the same job for more money, better benefits or improved work/life balance, the answer would be yes.  The reality is almost everyone is open to the idea of a new job; they are just open to or engaged to that idea at various degrees.  

BlogCRM and Talent Acquisition

Can Candidate Relationship Management Be Effective in Talent Acquisition Like It Has Been in Sales? Part 2 of 2

August 27, 2013 | Shahbaz Alibaig, Recruitment Technology Manager, GE | HCI

In my previous blog, I discussed that before embarking on a Candidate Relationship Management (CRM) initiative, it is best to segment your jobs; identify rules of engagement (i.e. who, when and how CRM will be used) and finally develop metrics for success. In this blog, I shall share examples of how CRM may be used in talent acquisition.
Employee referrals: Study after study has proven that the most cost effective method of sourcing is employee referral. CRM may be used to capture and engage employee and executive referrals. 

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Strategic Talent Acquisition (STA) Certification

Build a customer-centric talent acquisition strategy.

Align your efforts with the needs of the business.

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