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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Dr. Kirsten Hanson, Senior Director & Head, Global Organization & Talent Development, Oracle
With the complexity of a more global workforce, today’s leaders must sustain business performance in a vastly ...
Kristen Leverone, Senior Vice President, Global Talent Development Practice Leader, Lee Hecht Harrison
As multinational organizations adapt to global market needs, pressures are mounting for a new hyper- efficient ...
Nancy Gates, Manager, Global Talent Acquisition, Caterpillar Inc.
Caterpillar is an 87-year-old company with an iconic brand. Known for its large yellow earthmoving equipment and engines, career opportunities available at ...
From 2011 to 2013, the McGraw-Hill Companies transformed its business from a publisher and information provider to a leader in credit ratings, benchmarks, and analytics for the global capital and commodity markets. With the sale of McGraw-Hill ...Read more
Let me suggest a small but effective ploy for stirring up trouble among a group of talent management professionals. When discussing branding in the human capital space, ask which terms are most appropriate: (a) Employer brand/ing or (b) Employment brand/ing? A quick search of both sets of terms at Google.com shows a respectable 296,000 hits for the terms employment brand/ing but a whopping 2.7 million hits for the terms employer brand/ing. Despite a near internet consensus of using the employer branding term, I’d like to suggest that talent professionals have it all wrong – the proper term is employment branding. And the difference is critical.
The number of communications options are exploding. Knowing how and where to communicate your employment brand and job opportunities is no longer easy. Social media, mobile technologies, job boards, talent communities, groups and pages on social ...Read more
Henry Chesbrough is generally credited with coining the term open innovation from his book Open Innovation: The New Imperative for Creating and Profiting from Technology. Open innovation differed from the previous method of closed innovation where individual firms manage their own in-house R&D departments. Open innovation seeks to use the results of the market at large finding new purposes and more effective applications of current technologies creating both spin ons and spin offs.
LinkedIn recently released the results of a survey detailing some of the top trends in Talent Acquisition for 2013 and comparing how those statistics vary between the United States and the rest of the globe. Exploring some of the key takeaways, we see an increased focus on developing the employer brand, social networks playing multiple roles in the process, and more firms seeking passive candidates.
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