Posts Tagged candidate experience
Providing a positive candidate experience is essential to attracting great talent in today’s tight labor market. Yet, a positive interview experience alone may not translate into a hire. Companies must go above and beyond to not only secure a ‘yes’ from a candidate but also ensure that ‘yes’ is lasting.
Roughly 650 years after he sent it, Leonardo da Vinci’s letter to the Duke of Milan asking for a job is still very well known. In celebration of his upcoming April 15th birthday, it is worth looking at his approach to finding a new gig.
I have a confession to make: I’m a SHRM Talent newbie! That’s right! In my almost 11 (or is it 12?) years of recruiting, I have yet to attend this recruiting-focused event where I can grow my talent knowledge and network with some of the best of the best! Thankfully, it’s just right down the road from me this year in good ole Nashville, TN and I’m headed south!
On January 10, @shrmnextchat chatted with special guest Trish McFarlane (@TrishMcFarlane) about The Balance that Creates an Amazing Candidate Experience.
If you missed this informative chat, you can see the tweets here:
Recruiting technologies that have emerged over the past few years have been a boon for HR when it comes to unloading many of the burdensome administrative tasks that accompany the hiring process. However, with all this new technology, companies can run the risk of alienating the candidate with a cold and impersonal experience. Balance is needed.
What’s the ROI of video?
While it seems like a challenging question to answer, I’ll start you off with two scenarios:
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: