Tag Archives: Candidate Experience Awards

Do You Know What Your Candidates Are Thinking? (And I don’t mean Bernie and Donald!)

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It’s here! The 2015 Talent Board North American Candidate Experience Research Report was published a couple of weeks ago. And if you have any interest at all in the relationship between the experience your employment candidates in the application process and your ability to actually hire the right talent, this report is a gold mine! Written by Madeline Laureno and Kevin W. Grossman, it’s a great read and full of useful data points.

As far as research reports go, it’s well laid out, the graphics are strong, and the data are Cand Exp 2015 3incredibly useful. The table of contents breaks out the data into 3 overarching categories:

  • Attract
  • Recruit
  • Hire

And then within each of those three categories, each has the following sections:

  • What Candidates Want
  • What Employers Are Doing
  • A Candidate Experience Case Study
  • Key Recommendations: What CandE Awards Winners Do Better

This is a very useful structure that makes the research actionable. Case studies from CandE Awards winners include Capital One, AT&T, Cumming, Hydro Québec, Comcast, and Sonos. Each of them is full of detail about what they actually do. These are among the most useful case studies I’ve seen in a long time.

The top 10 key takeaways from the 2015 North American CandE Research Report are:

  1. Most employers are not making a first impression with candidates.

  2. Candidates are becoming more sophisticated.

  3. Job boards are not dead.

  4. Mobile apply is still lagging.

  5. Communication with candidates is very weak.

  6. Employers do not offer enough opportunities for candidates to showcase skills, knowledge and experience.

  7. Employers are letting more candidates through the funnel.

  8. Employers are making interviewing more efficient.

  9. Employers are automating the onboarding stages.

  10. Onboarding is still a missed opportunity for the candidate experience.

Here’s a great example of the ease of getting to the useful data from the Attract/What Employers Are Doing section. It opens with this observation, “Employers often have little insight into what the candidates want and what they find valuable.” And follow it up with this chart:

Cand Exp 2015 2

This is pretty interesting and helpful information for organizations who are ready to step up to the challenge of being better and more effective talent attractors. There are a number of these kinds of aha! data points in the report that will not only get you thinking. They’ll get you acting.

The Talent Board is the brain child of Elaine Orler, Ed Newman and, of course, Gerry Crispin. With these three big brains behind the action, it’s no wonder this is such valuable information. I encourage you to download the report here. I’m guessing you’ll make more than one change to your talent acquisition processes as a result.

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Filed under Big Data and HR, CandE Awards, Candidate Experience, China Gorman, Data Point Tuesday, Ed Newman, Elaine Orler, Employee Referrals, Gerry Crispin, HR Analytics, HR Data, Human Resources, The Talent Board, Uncategorized

Who cares about your candidates’ experiences?

Are the experiences job seekers and candidates have with your organization on the minds of anyone at the top of your house?  Does anyone in your organization connect the dots between your corporate brand, employment brand and candidate experience?

Paying attention to the candidate experience is the logical next step as organizations confront the looming talent shortages in many geographic and skill areas.  Thought leaders in the recruiting field are suggesting that automated ATS replies to job candidates and the all-too-common resume “black hole” are negatively impacting many organizations’ ability to attract top flight talent and begin creating relationships with them – relationships that end with employment.

Some really smart people in the recruiting field are stepping out on the edge and calling attention to the need for better candidate experience practices by creating an award to recognize those organizations whose processes show that attending to candidates in a more respectful way has a positive impact on their ability to build talent communities and to actually hire the talent they need.

Gerry Crispin, Elaine Orler, Mark McMillan and Ed Newman have created The Talent Board to manage the North American Candidate Experience Awards which will be awarded at the 2011 HR Technology Conference in October.  The three-round process is easy to complete and gathers information from your organization about the experiences prospects and job seekers have when interacting with your recruitment processes and people.  Even if you aren’t selected as a winner this year, you’ll get to receive feedback on how your organization compares with the others in the competition and how you might improve your recruitment practices in this area.

Gerry, Elaine, Mark and Ed are just the people to put meat on the bones of this conversation.  And announcing the awards at HR Tech is brilliant.  I encourage you to fill out the initial questionnaire – it takes less than 15 minutes – and apply before June 30.  You’ll be starting down the path of connecting the candidate experience and your employment brand to your broader corporate brand and strengthening all of them.

Not a bad way to start the summer.

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