Would you consider your candidate database a coal mine or a gold mine? Are you missing out on candidates when you search your database?  Have you lost a placement to a competitor because the candidate did not appear in your search results?  Have you learned the hard way by spending way too much time creating and then deleting a record after you’ve found it to be a duplicate record?

Joe 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

Joe 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