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Media Screening – Helping to Avoid Brand Damage Through a Bad Hire
February 26, 2013 by William Frierson
Bill Tate, President of HR Plus
In today’s economy, where jobs are still scarce and the competition for open positions is fierce, how does a company know they have selected the perfect candidate for an executive position? Sure, you have completed numerous face-to-face interviews, the candidate has passed the background check, fingerprinting and drug testing, and references have been called. But what else should you know? Continue Reading
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Four Steps to Enhance your Employer Brand with Job Seekers
December 21, 2012 by William Frierson
Employers, how would you describe your company brand? Potential employees likely want to know this information before making a decision to apply with your organization. If you’re not sure, the following post has four steps to guide you in defining your brand.When it comes to an organization’s employment brand, companies typically fall into one of 4 categories:
1.) The known: Employees understand and embrace the company culture, and job seekers are also familiar with that culture.
2.) The undiscovered: Employees understand and embrace the company culture but job seekers are unfamiliar with that culture.
Continue reading:
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Say, Show, Repeat: Personal Branding Secret Sauce
by William FriersonDo you know the secret of making your personal brand more effective to other people? Learn more in the following post.The purpose of your personal brand is to communicate with your target audience — potential clients, employers and people who might be able to refer you to them.
And, doubtless, you’ve taken time to think long and hard about who your audience is, how you can help them and why they should choose to work with you specifically.
Read More:
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How Recruiters and Hiring Managers can Help Candidates Make an Informed Career Decision: Part 3
August 20, 2012 by William Frierson
Joe Murphy of Shaker Consulting Group
Under the leadership of Frank Zupan, a group of Cleveland recruiters got together as part of the ERE MeetUp. This diverse group had representation from corporate recruiting, third party recruiters and service providers to the employee selection process. Continue Reading
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How Employers can Improve the Candidate Experience: Part 5
August 17, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
I had chance to ask Russell Kronenburg from Australia’s Jemena what can be done to improve the candidate experience. He played the BRAND card. He suggests the brand message, recruiter behaviors and web touch-points all line up to deliver a unified employment brand message. Click PLAY to hear what he has to say. Continue Reading
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Candidate Experience: A Waste of Time? NOT!
August 13, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
In his recent blog, Tim Sackett suggests HR may be wasting its time with focus on the candidate experience. I beg to differ.
Tim suggests great companies to work for are hard to get into because they hire the best. Being able to hire the best is a result of not only a great candidate experience, but also a great recruiter experience.
Both the candidate and the recruiter need an experience that improves their ability to decide if this job opportunity is a good fit. Companies that do not pay attention to the candidate experience are more challenged to make the best hiring decision because they have not designed a process that obtains the best data to make the most informed decision. Continue Reading
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Candidate Experience – Negative Impact of Technical Issues, Part 4 of 6
July 25, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
This is part four of a series connected to the Candidate Experience Monograph.
We asked job seekers about the impact of career page technical difficulties. Specifically we wanted to know about the propensity to leave the application process, how much effort and time might be invested in resolving an issue and if the occurrence of technical difficulties created a negative brand impression.
Likelihood to Exit
Candidates want an easy to use experience. And the data suggest there is limited tolerance for poorly functioning features. They want simple and effective resume uploads, and links that work and are easy to understand. 59% of candidates are very likely or somewhat likely to exit before completing an application process if the encounter a page or process with frustrating or challenging functionality. Continue Reading
