As talent acquisition and human resources professionals, we are often caught up in the process of work that we forget it’s people who are at the heart of what we do. Here at exaqueo, we believe it’s time to rethink the candidate and employee experience. Here are five articles curated to help you do just that.
I once heard an author describe the “crisis” of disengagement among employees in our workforce as “a disease affecting the central nervous system of our economy.” And he’s right. There are many different measures of employee engagement out there, but pretty much every report I have read presents some pretty depressing numbers.
Gallup is perhaps the most widely cited, and they peg the percentage of truly engaged employees in the U.S. workforce at about 31%. And perhaps even more alarming, nearly 20% are described as “actively disengaged.” Think about that for a minute. Imagine that right now, in your organization, about one out of every five people hates their job/work so much, that they are actively sabotaging your organization. Sounds like a crisis, doesn’t it?
It’s refreshing and timely to see that candidate experience is a priority for so many resourcing leaders coming into 2018. But are we in danger of candidate experience initiatives losing steam because we can’t show how these efforts create value? And how do we build a more robust business case to help secure buy-in?
In recent years there have been efforts to transform the candidate journey with the likes of video interviewing, gamification and VR. But how many HR leaders have quantified the economic impact of candidate experience?
Emotional smarts beat book smarts when it comes to a productive, engaged workforce.
Employee engagement at work continues its steady decline, with 70 percent of workers feeling dissatisfied, underutilized, unloved, bored, and the list goes on. And this should sound the alarm for company leaders of organizations of all shapes and sizes.
The problem isn't going to fix itself, especially if leaders sit idly by and conduct business as usual. Employees look to the top for cues on how to act and how to feel at work, and they're more likely to lead inspired and purposeful office lives if they see it in action among their colleagues.
Improving candidate experience is a must if you want to win in a war for talent. The current job market is candidate driven, which means you don’t pick talent anymore. Talent picks you. That’s why it is absolutely necessary to start improving candidate experience right now.
Read on and learn how to attract and recruit top talent in 10 simple steps!
The recruiting game has changed.
The longer I write about recruiting and hiring, the more I believe that the candidate experience needs to be at the heart of how every organization recruits and hires people.
And the longer I write about recruiting and hiring, the more clearly I see that is not the case.
This thought popped into my head again this week as I read through the 2017 Talent Board North American Candidate Experience Research report.
This is a serious piece of research from the Talent Board. It’s an in-depth look at how job candidates, and the companies and organizations that are looking to hire them, view all aspects of the candidate experience.