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82% of Applicants Expect Answers From Employers Yet Only 25% Get It
February 21, 2013 by Steven Rothberg
Sanja Licina of Careerbuilder
Job hunting can be a frustrating process especially if you have no idea whether the employer made a decision or even saw your application. More than one in four workers reported that they have had a bad experience when applying for a job. The vast majority (75 percent) of workers who applied to jobs using various resources in the last year said they never heard back from the employer, according to a nationwide CareerBuilder survey.
While this speaks to the challenges of finding employment in a highly competitive market, it also brings to light negative implications for today’s employers. The survey shows candidates who have had a bad experience when applying for a position are less likely to seek employment at that company again and are more likely to discourage friends and family from applying or purchasing products from that company. The study of more than 3,900 U.S. workers was conducted online by Harris Interactive© from November 1 to November 30, 2012.
How important is it to acknowledge every job applicant? Continue Reading
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3 Ways HR Can Make A Positive Impression With All Job Seekers
December 24, 2012 by William Frierson
Recruiters, here are a few tips to help you gain a favorable impression with potential job candidates.The job search is changing for the employer and the employee. Even though unemployment remains high, the market for qualified job seekers, particularly those with very technical skills, is extremely challenging.
Companies are looking at new ways to build relationships and gain the attention of the technical and qualified prospective employee. For the last few years, the focus has been on recruiting the active vs. passive job seeker, but that is no more.
This article -
3 Ways HR Can Make A Positive Impression With All Job Seekers
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CollegeRecruiter.com President Selected as Judge of Candidate Experience Awards
September 19, 2012 by Steven RothbergOrganizations Assembles Panel of HR and Talent Acquisition Thought Leaders to Select Companies that Best Exemplify a Positive Candidate Experience
SAN FRANCISCO – September 19, 2012 – The Talent Board, a non-profit organization focused on the elevation and promotion of a quality candidate experience, today announced the members of its panel of independent judges who will select the winners of the Second Annual North American Candidate Experience Awards.(known as “The CandEs”). The judges include: Joseph P. Murphy, vice president of Shaker Consulting Group; Steve Rothberg, president and founder of CollegeRecruiter.com; Jeremy Tipper, founder of the Talent Collective, a U.K.-based talent acquisition advisory firm; and John Vlastelica, managing director of Recruiting Toolbox, Inc.
Founded by the industry’s leading authorities on candidate experience, the CandEs are designed to recognize organizations that produce outstanding candidate experiences. The program consists of three survey rounds that capture and evaluate employers’ recruitment processes and practices through the entire recruitment cycle and candidate experience. With the first and second employer and candidate survey rounds now closed for North American employers, companies identified with unique and innovative efforts will be advanced to the final round, where they will be interviewed by the CandE judging panel using HireVue’s digital interviewing solutions to determine areas of distinction. Continue Reading
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How Employers can Improve the Candidate Experience: Part 12
September 06, 2012 by William Frierson
Joe Murphy of Shaker Consulting Group
We are interested in staffing process improvement. One element of the staffing process is the candidate experience. I have been asking a number of people for one or two suggestions on what can be done to improve the candidate experience.
Gerry Crispin suggests we begin with defining the candidate experience. Continue Reading
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How Employers can Improve the Candidate Experience: Part 11
September 05, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Kevin Wheeler of Global Learning Resources has been a student of and thought leader for the candidate experience. He has written countless articles on the subject of recruiting and staffing process improvement. He is an advocate of simulations for pre-employment testing and knows that multi-media is a must have for a robust candidate experience.
I caught up with Kevin in San Diego at ERE and here is what he has to say. He suggests we need to make the process of applying for a job easier. Continue Reading
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How Employers can Improve the Candidate Experience: Part 10
September 04, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Steve Hunt of SuccessFactors has been exploring the pre-employment testing phase of the candidate experience for almost 20 years. His work has included large scale selection system design, custom assessment development and validation, and a wide range of talent management projects.
I caught up with Steve at the SIOP Conference in Atlanta. He offers a few thoughtful points on what can be done to improve the candidate experience. Here is what he has to say. Continue Reading
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How Employers can Improve the Candidate Experience: Part 9
August 31, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Jeremy Eskenazi of Riviera Advisors has over 20 years of experience in staffing process improvement. As the former leader of staffing for Idealab, Amazon and Unversal Studios, Jeremy has learned a few things about creating powerful candidate experiences. He suggests you tell the candidate that you will solicit their feedback, and then make good on your promise. Continue Reading
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How Employers can Improve the Candidate Experience: Part 8
August 30, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
John Sumser of Two Color Hat and HRExaminer and I had a chance to talk about the candidate experience at EREExpo. He cautioned that not every employee selection process may be broken and in need of repair. However, he did suggest we need to get better at giving the candidate a clear message about our interest in them. Continue Reading
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Maximizing Selection for Culture Fit: Part II
August 29, 2012 by William Frierson
Dr. Marisa Seeds, Senior Consultant at Shaker Consulting Group
In my previous entry on Maximizing Selection for Culture Fit (Part I), I shared three tips that focused on using pre-employment testing to maximize your learning about candidates’ culture fit early in the hiring process. The remaining two tips shared below focus on using culture fit data to attract and engage candidates – that is, beyond measuring candidates’ fit and learning about where they stand, how can we use this information to further engage them in the hiring process and beyond? Continue Reading
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Maximizing Selection for Culture Fit: Part I
August 28, 2012 by William FriersonDr. Marisa Seeds, Senior Consultant at Shaker Consulting Group
Interest continues to grow around the use of hiring assessment tools that measure culture fit. Companies want to evaluate the match between a candidate’s needs and what an organization has to offer in terms of its culture. While most pre-employment assessments are focused on predicting job performance, research continues to show that culture fit is another important piece of the puzzle. In addition to having an impact on job performance, culture fit can be even more critical for increased engagement and higher retention.
So, how can we predict a candidate’s culture fit early in the hiring process? Continue Reading
