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Candidate experience: a proactive sourcing strategy to build up your human capital

Topic:
Candidate experience: a proactive sourcing strategy to build up your human capital
Date:
November 26, 2012 at 1:00 - 2:00 PM ET
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Description
Focusing on the candidate experience is more than explaining to an applicant where he/she stands in the application process or the ability to send courteous rejection emails. Candidates are people before they are applicants and are at the heart of a major HR Copernican Revolution.

Candidates in the social media era have the power to do or undo the image of a company on their social networks. As a result, it is critical to interact with them on their own terms, develop a people-centric engagement process and move from a transactional hiring methodology to a relationship-based hiring strategy. Today the process is designed for the candidate to respond to a job requisition or job requirement, NOT for the company to be responsive to an inquiry or expression of interest: the "candidate experience" is predicated from the start upon the obligation to accommodate preconditions. As a result, up to 90% of candidates who reach a career site do not apply. Speak of reverse Darwinism! And what do companies do after that? They apply filters that would only qualify elusive purple squirrels... The candidate experience today is mediocre at best simply because candidates are not even heard by companies!

Addressing the candidate experience entails taking a holistic approach to talent engagement and management — and incidentally making the recruiter's experience much better than what it is - because today, with the systems they use, no matter how diligent they are, it's virtually impossible for them to "bridge the talent gap." The central part of the recruiting process in the social media era is an engagement platform, i.e. an employer branded space by where candidates, sourcers and recruiters can meet and interact — and where constituencies can operate comfortably each on their own terms.
Who Should Participate
HR Professionals, VP and directors of culture and talent.
Extra Learning Material

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Recommended Resources
http://blog.talentcircles.com/
http://www.talentcircles.com/
http://delbourg-delphis.com/2012/05/job-candidate-experience-treating-people-well-is-excellent-business/
Peter Cappelli: Why Good People Can’t Get Jobs and what we can do about it
Categories
What You Will Learn
  • Empowered sourcers and recruiters are key to a company's success
  • Breaking away from antiquated systems is not difficult: it's the power of user-centric technologies.
  • Efficient employer branding and candidate experience go hand in hand.
Sponsored by
TalentCircles
TalentCircles
A cloud-based candidate engagement and management platform, it enables a company to create, brand, manage, and own its private turnkey candidate network.
Presented by
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speaker spacer
Marylene Delbourg-Delphis
TalentCircles

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Documents

Feedback
Name Comment Rating
Image of Angela Code Angela Code
TEVA Novopharm
2 / 5
Poor Presentation
Image of noel villacorta noel villacorta
First Advantage
4 / 5
Very Good Presentation
Image of ELAINE CROCKER ELAINE CROCKER
Air Wisconsin Airlines Corporation
3 / 5
Good Presentation
Image of Elizabeth Opel Elizabeth Opel
City Of Chicago
3 / 5
Good Presentation
Image of Barbara Braehmer Barbara Braehmer
Intercessio Personalberatung GmbH
3 / 5
Good Presentation
Image of Tim Stanton Tim Stanton
Battelle
4 / 5
Very Good Presentation
Image of Christina Kercher Christina Kercher
Tribridge Inc
2 / 5
Poor Presentation
Image of Emily Wagner Emily Wagner
CareerBuilder
1 / 5
Bad Presentation
Image of Kevin Godsey Kevin Godsey
ZeroChaos
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Mark Avallone Mark Avallone
HR Management Association of Chicago
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Jordan Peabody Jordan Peabody
Grizzard Communications Group
4 / 5
Very Good Presentation
5 / 5
Excellent Presentation
4 / 5
Very Good Presentation
Image of Angela Burrows Angela Burrows
Allstate Corporation
2 / 5
Poor Presentation
3 / 5
Good Presentation
Image of Helen Giakoumatos Helen Giakoumatos
Beclcourt Properties Inc.
3 / 5
Good Presentation
Image of David Israel David Israel
ADP, Inc.
5 / 5
Excellent Presentation
Image of Whitney Isenhour Whitney Isenhour
Harris Teeter Inc
3 / 5
Good Presentation
Image of Linda Maue Linda Maue
Metro Health Hospital
3 / 5
Good Presentation
Image of Michael Calderone Michael Calderone
Cunningham Lindsey US Inc
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Stacy Carson Stacy Carson
Pinstripe, Inc
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
Image of Kathy Maurer Kathy Maurer
Iasis Molecular Sciences
5 / 5
Excellent Presentation
Image of Nancy Wraight Nancy Wraight
Avanti's Ristorantes
5 / 5
Excellent Presentation
2 / 5
Poor Presentation
Image of Adrian Posligua Altamirano Adrian Posligua Altamirano
Cerveceria Nacional
5 / 5
Excellent Presentation
Good and informative presentation. 3 / 5
Good Presentation
Image of Lisa Archetti, PHR Lisa Archetti, PHR
AccountingDepartment.com
Thank you for hosting this webcast. Just so you know the speaker was hard to understand and was cutting in and out. 3 / 5
Good Presentation
Image of Dee Jung Dee Jung
Empire Today, LLC
The presenatation was a little overly broad for me. I think it would have helped to be a litte more specific with some steps to take for the sourcing strategy. 3 / 5
Good Presentation
Image of Priscilla McKinney Priscilla McKinney
Assurant Inc.
Would be nice if it were more interactive.... 3 / 5
Good Presentation
Image of Miriam Berger Miriam Berger
A Hire Authority

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