The success of the Candidate Experience Awards (the "CandEs”) and the 2012 Candidate Experience Report has attracted special attention to the hiring experience "from the viewpoint of every stakeholder, but especially the participant who historically has the least influence – the candidate."
Why focus on the stakeholder who has the least influence? Because times have changed - Social media has enabled every individual to be heard:
"More than half of candidates surveyed indicated they are Likely or Very Likely to tell their inner circle of friends about their hiring experiences, whether it is positive (73.5%) or negative (60.7%)."
Treating candidates poorly has become a very risky business. A 2010 study, by Alexander Mann Solutions, found that "more than half (52%) of [candidates] across the world said a negative interview experience would likely impact their buying products or services from that organization in the future."
Because the most commonly used systems are transactional and were designed to process resumes and applications, improving the candidate experience is still a reactive approach. Most efforts to humanize the process come across as an afterthought. When taken seriously, candidate experience is at the heart of a dramatic HR revolution — a "movement" as described by Gerry Crispin.
TalentCircles has been designed with the candidate experience in mind - it's a people-centric engagement tool that empowers the recruiter to deliver on candidates’ expectations. Our holistic approach, a talent engagement platform, optimizes both the candidate’s and the recruiter’s experience.
