ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted August 29, 2012 by

Maximizing Selection for Culture Fit: Part II

Marisa Seeds

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? (more…)

Posted August 24, 2012 by

How Is Your Rejection Process?

Joe Murphy

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. (more…)

Posted August 17, 2012 by

How Employers can Improve the Candidate Experience: Part 5

Joe Murphy

Joe 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. (more…)

Posted August 15, 2012 by

How Employers can Improve the Candidate Experience: Part 3

Joe Murphy

Joe 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. (more…)

Posted August 14, 2012 by

Pre-employment Testing in the Experience Economy

Joe Murphy

Joe 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. (more…)

Posted August 13, 2012 by

Candidate Experience: A Waste of Time? NOT!

Joe Murphy

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. (more…)

Posted August 10, 2012 by

How Recruiters and Hiring Managers can Help Candidates Make an Informed Career Decision: Part 2

Joe Murphy

Joe Murphy of Shaker Consulting Group

The founder of Checkster, Yves Lermusi and I had a chance to speak at TaleoWorld.  Yves has spent most of his career examining the talent space.   I asked him what we can do to help the candidate make a more informed decision.  He suggests we give the candidate feedback from the results of pre-employment assessments and background checks.  Click play to hear what he has to say, then continue reading below the video. (more…)

Posted August 03, 2012 by

Virtual Job Tryout Overview – Improving the Candidate Experience

Joe Murphy

Joe Murphy of Shaker Consulting Group

The nature of our experience economy has caused the population in general to expect more from every form of interaction.

-More engaging – provide me with an experience that draws me in.
-More informative – feed me information in a manner that is easy to digest.
-More interactive – give me a role to play.
-More rewarding and satisfying – help me walk away thinking I am glad I took the time to do this. (more…)

Posted August 02, 2012 by

Virtual Job Tryout: Effective Assessments Benefit Candidates and Employers

Joe Murphy

Joe Murphy of Shaker Consulting Group

When doing research on thought leadership in assessments, writer Dave Zielinski was directed to us by several resources.  He wrote a thoughtful article for SHRM’s HR Magazine from his findings.

Dave found out that market leaders, high performing organizations and highly brand conscious companies are using custom simulations for pre-employment testing and employee selection. (more…)

Posted July 31, 2012 by

Get Your Game On! – Three Questions about Your Candidate Experience.

Joe Murphy

Joe Murphy of Shaker Consulting Group

Game designer and TED presenter Jane McGonigal had an article in the January 22, 2011 WSJ “Be a Gamer, Save the World.” She states we (the royal We) spend three billion hours a week gaming.  The average 18 year old spends 80 minutes a day gaming and extreme gamers spend up to 45 hours per week connected to a digitally delivered challenge. The quick lesson here is that engaging experiences hold our attention.  The first question is: What kind of engagement does your candidate experience deliver? 

Charles Handler, in his Candidate Bill of Rights suggests a candidate assessment should last no more than 30 minutes.  Is that to free up time for gaming?  Or is that because the assessments he is thinking about are a form of torture.  Maybe he is seeking to limit the pain of a putting a candidate through poorly designed on-line assessments. He wants to limit (but not ban)– Applitorture.  Or, the degree to which the applicant is subjected to mental or physical anguish from the act of applying for a job. (more…)