Category Archives: Candidate Experience

It’s no secret that the cover letter is dead but we couldn’t pass up this humorous buzzword mashup that reminded us of the power behind (key)words within our industry.  While we know that “growth hacking” has its roots in startups and that there is merit to blending creativity and data to get noticed – it still […]

Branding & Marketing, Candidate Experience, Operations 1

With a bit of well-deserved fanfare and kudos to dozens of volunteers, the “TalentBoard, a non-profit organization focused on the promotion and data benchmark research of a quality candidate experience, today announced the release of ‘Candidate Experience 2015‘, its latest research into the trends, practices and technologies impacting candidate experience today.” 200+ participating firms in the 2015 […]

Branding & Marketing, Candidate Experience 0

For some time now I’ve been challenging the idea that tracking sources related to quality of hire is something that our industry should continue to heavily invest in.  While it’s certainly something many of us have been keeping an eye on for years, one thing is for certain – it’s a mess.  Or if you’ve been keeping […]

Analytics, Candidate Experience 0

Or, will you? Two and a half years ago Lauren Weber wrote an excellent Wall Street Journal Careers feature of the same name (now behind their content firewall) on candidate feedback . In the article, Amelia Merrill, Risk Management Solutions’ TA leader and a multiple year winner of the TalentBoard’s Candidate Experience Award, states unequivocally […]

Branding & Marketing, Candidate Experience 0

When an employer can say “This is exactly what you can expect from us [in return for x]” and then deliver on it, the candidate’s rating of their experience will skyrocket… even when they aren’t hired. So, it makes sense to let the candidate know what will happen if they were to apply or if […]

Branding & Marketing, Candidate Experience, Operations 0

If recruiters were required to spend a day (or a week) actually working at just one job for which they are recruiting, what would be gained? A job requiring little training would be the most likely target because few recruiters are skilled enough to do the more difficult or the most complex jobs without extensive […]

Branding & Marketing, Candidate Experience 1

Contributing Authors and Editors: Elaine Orler, Joseph Murphy, Chris Hoyt, Michael Kannisto, Russell Kronenburg, Marvin Smith, Mark McMillan, Kristen Weirick, Sarah White Recruiters, HR Leaders, Job Seekers, nearly everyone who has ever held a job, looked for a job or hired someone for a job has an opinion about “The Candidate Experience.” The irony is […]

Branding & Marketing, Candidate Experience 0