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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
All Registered HR.com members are also eligible for:
Peter Cappelli: Why Good People Can’t Get Jobs and what we can do about it
Human Resources Management
Staffing and Recruitment
Workforce Planning and Analytics
Vision, Values and Mission
Managers As Leaders
Women in Leadership
Corporate Branding/Employer Branding
ROI on Investment in Staffing Technology
Career Transitions and Outplacement
Corporate Career Portal
HR As Consultant
Public Sector and Non-Profit
International and Global HR
The HR Practitioner
Structure and Organization
Foundations of HR
Future of Work
Contract Workforce and Talent Exchange
Integrated Talent Management
Quality of Hire
Online Staffing and Sourcing
HR in Canada
Job Fairs and Open Houses
What You Will Learn
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