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How Employers can Improve the Candidate Experience: Part 7
August 27, 2012 by William Frierson
Joe Murphy of Shaker Consulting Group
Tom Janz, Ph.D. of PeopleAssessments and I had a chance to catch up at SIOP. We spoke about the candidate experience. Given the amount of time people are spending on YouTube, Tom thinks the on-line application process should be fun. Long questionnaires with hundreds of radio buttons to click are just not engaging.
Tom also suggests the experience be job relevant. Click Play to hear what Tom had to say:
Go ahead and apply for a job at your company. Then ask for candidate testimonials: “Did I have fun?” Continue Reading
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How Is Your Rejection Process?
August 24, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
I sat with a recruiting team this week to discuss aligning staffing with their business strategy. In this case, the strategy was inclusive of how those not hired felt about the company and its brand. For some of their positions, each candidate could be a future customer, future employee, or potential competitor. Holding those thoughts in focus for a moment triggers some questions about the candidate experience. Continue Reading
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Disruptive Recruiting and Pre-Employment Assessments
August 23, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Kevin Wheeler in his June 17 ERE article discusses Disruptive Recruiting and asks us to rethink recruiting. Specifically he suggests automation and process simplification, among others. I had an opportunity to ask Kevin about improving the candidate experience at ERE, where he suggested we make it easy to apply. We may have made it too easy to apply. While valued from the candidate perspective, making it too easy to apply creates severe unintended consequences for the company and the recruiters. Continue Reading
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How Employers can Improve the Candidate Experience: Part 6
August 21, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
What unintended consequence is your message to the candidate causing in your employee selection process? Tim Orellano of The Human Resource Team has a passion for fairness and equitable treatment of candidates. He also thinks we are missing the boat when it comes to common sense basics in how the candidate is treated in the staffing process.
Tim conducted an excellent session on auditing employee selection practices at the Staffing Management conference in Orlando. He paused for the camera and offered a few simple suggestions on what can be done to improve the candidate experience: Stop pulling thier leg! Continue Reading
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How Recruiters and Hiring Managers can Help Candidates Make an Informed Career Decision: Part 3
August 20, 2012 by William FriersonJoe 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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How Employers can Improve the Candidate Experience: Part 4
August 16, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Karen Bloom, principal and CEO of Bloom, Gross & Associates has devoted her career to creating exceptional candidate experiences. In addition, Karen is a role model for mentoring recruiters and contributing to the profession through her on-going work with the Chicago Staffing Management Association. I caught up with Karen in Orlando at the SHRM Staffing Management conference and asked her what can be done to improve the candidate experience. When it comes to employee selection, Karen says: communicate clearly and often, establish expectations and disclose the nature of your hiring decision. Click PLAY to hear what she has to say. Continue Reading
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How Employers can Improve the Candidate Experience: Part 3
August 15, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Nels Wroe of SHL and I had a chance to catch up and talk at the SIOP Conference in Atlanta earlier this year. Nels offered some thoughtful considerations for companies to think about when creating the candidate experience. He suggests we adapt our world to theirs, consider the life-cycle of the candidate and remember that your candidates may be your customers, or even your clients. Click PLAY to hear what he has to say, but remember to scroll down for more of this article. Continue Reading
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Pre-employment Testing in the Experience Economy
August 14, 2012 by William FriersonJoe Murphy of Shaker Consulting Group
Charles Handler wrote about the movement from test to experience in his ERE article. It was a great invitation to consider the candidate experience. John Sullivan wrote a few years ago about how career web sites are boring candidates. It may actually be worse. Applying may have total disregard or abuse in the candidate experience. While some corporate careers pages have added a touch of pizzazz with videos and testimonials, the actual application and pre-employment assessment components continue to be ignored by many, but not all. 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
