Posts Tagged candidate experience
An organization's HR team can create advocates out of any applicant—even the rejected ones—by ensuring each candidate has a positive experience. But too many organizations ignore, or blunder through the potentially unpleasant part of the recruitment process in which hopeful candidates must be told "Thanks, but no thanks."
The job description was inaccurate, the mobile application was time-consuming, the receptionist was rude, the interviewer was 45 minutes late and HR never communicated that you didn’t get the job—or why. You never hear from the company again. After all this, you’re glad you didn’t get the job, and you relay your entire horrible experience on Glassdoor to warn others.
Talent acquisition has been continually evolving for the past several years. One of the biggest changes has been an increasing emphasis on the candidate experience. This growing focus is fueled by a number of factors, including
Artificial intelligence (AI) has come a long way, and the journey is not over yet. Not only can AI currently guide you to the best burger or the closest cup of coffee, it can also help you quickly and efficiently find the best job candidates.
As a job-seeker, making it to the interview stage for a potential career opportunity is serious business. This is your opportunity to feel out the company, the hiring manager, and the role in a more intimate fashion.
The ‘candidate experience’ has become a buzzword these days. “It’s so crucial to have a positive candidate experience,” and, “What kind of candidate experience do we want our company to have?” These are the ideas swirling around in the already jam-packed brains of human resources professionals and hiring managers. So, how do we define this?
On April 29, @shrmnextchat chatted with Executive Editor of RecruitingDaily.com @MattCharney about the State of the Candidate Experience.
In case you missed it, here are all the great tweets from the chat:
Candidate Resentment Can Impact the Bottom Line
Yes, the candidate experience at your organization is miserable.
You’d think that with all the shiny new technology, channels for communication and platforms for social media interaction, organizations would have figured out a way to create a kinder candidate experience. But in 2015, most companies continue to leave bad impressions and drive people away.
“I think technology is doing so many things to us. It’s helping us connect and preventing us from connecting.” – Spike Jonez
Recent studies show the time required to fill open jobs is on the rise—from 15 days in 2009 to 23 days today. Some attribute this trend to a widening skills gap, and others say economic uncertainty has instilled a fear of wasting company resources on a bad hire. While those are certainly contributing factors, there are more basic issues.