Recently, I had the opportunity to join a conversation between several employer brand leaders and Kevin W. Grossman of the Talent Board and Candidate Experience Awards (CandEs). The topic? Candidate experience research and best practices.
In the spirit of continuing the conversation, this week’s update will help you rethink or redefine how your organization approaches the candidate experience. Enjoy!
Picture the scene: you stroll into a cozy coffee shop. Dark, nutty flavors drift through the air. All around, a pleasant aroma permeates the senses. You join a short queue near the till and an employee hands you a cup of coffee and a pen. “Hello, sir. What can YOU do for us today?”
Imagine having to justify yourself, or prove your worth, just to buy a drink. Ridiculous, right? What if you were made to wait thirty minutes or you were asked to re-order a few times before you got your drink. That kind of customer service is unimaginable, unacceptable and quite unbelievable.
If your business treated customers like this it would be enough to make you cringe. Why, then, do some brands tolerate this level of service towards their candidates, many of whom are often existing customers too!
The Talent Board, a non-profit organization focused on the promotion and benchmark research of a quality candidate experience, today announced the 50 winners of the 2016 North American Candidate Experience (CandE) Awards. These 50 winners were found to provide their job candidates with an exemplary candidate experience as defined by the candidates themselves.
"Since 2011, Talent Board has sought to evaluate and honor the companies representing excellence in candidate experience, and each year we are extremely encouraged by the tremendous progress companies have made in creating a positive, transparent and insightful process," said Elaine Orler, co-founder and chairman of Talent Board and CEO of Talent Function. "The 50 organizations designated as 2016 Candidate Experience Award winners are leaders in engaging their candidates from the first interaction through onboarding. We applaud these companies for setting an example for their peers and more importantly, valuing their candidates as humans and recognizing that their experience matters."
Finding excellent talent is already a difficult task, but hiring the right people for the information technology (IT) field poses much more challenges. Even CIOs and CTOs admit that looking for and retaining top talents like IT executives are crucial in daily operations.
IT executives are strategic positions in every company. There are many skills needed to reach this senior level including strategic communication, ability to develop high-performing teams, strong IT background, and the capacity to solve complex business problems.
Technology, increased demand, and competition bring new challenges and opportunities in the recruitment landscape. Recruitment trends are not the only ones changing. Business needs and job hunters do too.
In 2015, about 90% of recruitment professionals said that candidates mainly drove recruiting. This shift in the hiring landscape means that headhunters need to update their skills to keep up with the growing and changing demands from both employers and employees. So as 2017 approaches, here’s what you need to work on to upgrade your skill set.
Consumer marketers know brands require consistency to be successful. It’s how customers get to know their organizations’ products, services and purposes. It’s how brands build trust, reinforce their market position, communicate their value, and get their audience thinking and talking about them.
Marketers also know brands—and connecting brand messages to people—require up-front and ongoing research. As your company builds and refines its employer brand strategy, here are three consumer marketing lessons to help you succeed.
Shannon Smedstad (@shannonsmedstad) is a Lead Consultant & Project Manager for exaqueo, a workforce consultancy that helps organizations build their cultures, employer brands and talent strategies. Contact exaqueo to learn more about our employer brand innovation, workforce research and recruiting strategy offerings.