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.

Strategic Talent Acquisition (STA) Certification

Advance your business with a customer-centric approach to attracting, assessing, and acquiring talent

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Learn More about Candidate Experience with our Top Resources

BlogObjectivity Debriefing

Improving the Objectivity of Your Interview Debrief

August 19, 2013 | Tim Gardner | HCI

The interview process for professional jobs may never be perfected. It is dependent on the organization, the role, the hiring manager, the recruiter, and the candidate. The process is regulated to control illegal bias and new ideas on how to assess seem to crop up daily.
And people still make hiring mistakes.
There are a lot of reasons why. And these vary by employer. Many managers feel that in a one hour discussion they can learn everything they need to know that wasn’t on the resume. They believe they have a keen intuition and can read people well enough to make the call based on that meeting.
They can, undoubtedly, form an opinion. And many times, it will be correct, or at least sufficiently correct. But every once in a while, the process fails, and a hire that once had everyone smiling and giving a big “thumbs up” turns out to be someone they regret hiring.

BlogBalancing Risk

Balancing Risk and Agility in HR

August 13, 2013 | J. Keith Dunbar | HCI

If you haven’t read any global Chief Executive Officer (CEO) studies, then I encourage you to do so…quickly.  As you take a gander, you will quickly see that there is a lot of agreement between what these studies are saying even if each study is trying to be unique in the terminology they use.  So the most recent Duke Corporate Education 2013 CEO study came to my attention in last couple of weeks.  In it the researchers sought to understand that within the unpredictable business environment that has become the “new normal,” what are the challenges that CEOs face in dealing with this environment.  

BlogCRM and Talent Acquisition

What Can CRM Do for Talent Acquisition? Part 1 of 2

July 30, 2013 | Shahbaz Alibaig, Recruitment Technology Manager, GE | HCI

If you are in sales, it is likely that you have been using some sort of CRM for almost two decades. In the Talent Acquisition market, this concept is fairly new. Candidate Relationship Management is not a “shiny thing,” but it can make recruitment more efficient and effective - if used wisely.
Before embarking on a CRM initiative, it is wise to identify job segments for which you want to use CRM. Ideal use of CRM is to pipeline for hard to fill, niche jobs, or jobs which, based on your workforce planning, will be created in the future. Some organizations prefer to use CRM for all job segments to manage passive candidates.

Strategic Talent Acquisition (STA) Certification

Enroll Now: Strategic Talent Acquisition Certification Program

Build a new set of competencies to meet the talent needs of the organization today, and provide the agility it will need for tomorrow.

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Aug 26-27, 2019 | 9:00AM-5:00PM EDT
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Nov 21-22, 2019 | 9:00AM-5:00PM PST
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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.

Learn More