CollegeRecruiter.com Continues Its Active Support of the CandE’s Effort to Improve the Candidate Experience

Talent Board, a non-profit organization focused on the promotion and elevation of the candidate experience, today announced details of the Candidate Experience Council, comprised of some of the leading voices in HR and talent acquisition.

As the organization behind the Candidate Experience Awards (CandEs), the Talent Board’s goal is to facilitate the evolution of the employment candidate experience. In just two years, the CandEs have grown considerably (rising from 57 participating organizations and seven sponsors in 2011 to 90 companies and 18 sponsors in 2012 in North America, and expanding the program to the U.K.) as more organizations recognize the bottom line and branding benefits of keeping job seekers engaged and informed about their candidate status.

The Council was created to help steer the future of the CandEs awards and benchmarking program by drawing on the expertise and knowledge of the HR community’s thought leaders. The Council ensures the Talent Board has access to the latest information and a wide variety of ideas that can enhance the program and ensure its continued success as it enters its third year. Through various committees, the members of the Council will be involved in numerous support initiatives by creating deeper awareness of the program, conducting sponsorship outreach, conducting employer and candidate surveys and sharing ideas to various reports and presentations based on the CandEs.

The Candidate Experience Council currently consists of 24 recruiting industry experts, including: Continue Reading

Kevin Grossman the Top Human Resources Influencer

Congratulations to Kevin Grossman for being named by HR Examiner as the winner of the Top 25 HR Digital Influencers for 2010. Kevin was one of our primary contacts at HRMarketer.com and is now the Senior Business Consultant and Principal at The Glowan Consulting Group. Kevin has over 23 years of proven marketing communications, business development, employee development, talent management and general management experience working in the human resources and recruiting services industries, high-tech, and higher education. Even more importantly, he’s just a genuinely nice, smart, caring guy.

HR Examiner’s process was primarily automated, admittedly not completely glitch free, and likely free of the inevitable bias that creeps into studies like this when subjective selection criteria are used. John Sumser described his process this way:

Here are the keywords we used as the foundation of the analysis:

“human resources” “human capital”, “human resources” “performance management”, “human resources” development, “human resources” “talent acquisition”, “human resources” “talent management”, “human resources” “workforce planning”, “human resources” recruiting, “human resources” training, “human resources” compensation, “human resources” career, “human resources” “career development”, payroll “human resources”, hr training, hr “workforce planning”, hr “talent management”, hr “human capital”, hr career, hr “career development”, hr “performance management”, payroll hr, payroll benefits, payroll “human resources” staffing, payroll “employment law”, payroll EEOC, hr development, “human resources” “recruitment process outsourcing”, “human resources” “candidate relationship management”, “human resources” “background check”, “human resources” “job references”, hr “talent acquisition”, hr “recruitment process outsourcing”, hr “candidate relationship management”, hr “background check”, hr “job references”

As usual, the only change I made to these computer generated results was to remove my name which came in at number 6. It’s not credible to be included in the results stream even though the process is automated and beyond reproach.