Ideas from books, articles & podcasts.
How vital is candidate experience to a company’s recruitment marketing strategy? Look no further than a Talent Board study that listed the top three reasons candidates end the application process: disrespect of time (37 percent), poor recruiter rapport (32 percent), and length of the hiring process (29 percent).
The candidate's experience in recruiting should provide a picture of not only the duties and responsibilities of a role but also the culture, mission, and values of an organization. It should answer common questions: “What happens after I apply?” “When will I hear back?”
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People trust people more than brands. If employee testimonials aren’t already part of your recruitment marketing strategy, you’re missing an opportunity to connect with job seekers on a more impactful level.
Share employee experiences with candidates, connect them with people on the floor, ...
Besides telling candidates what to expect—both in the recruitment process and while on the job—consider incorporating educational content such as blog posts, infographics, and videos into your recruitment marketing strategy. A human-interest piece from an applicant’s perspective can also help piq...
Let candidates currently in the queue know when to expect a response and consider communicating all pertinent information across different mediums. Email is an obvious choice, but you might also employ automated messaging, chatbots, and text messaging to be even more responsive while supporting t...
As the world gets more automated, it’s easy to lose that human element in our day-to-day interactions. Even when talent prefers to handle everything digitally, there are still opportunities for warmth and humanity within the candidate experience during recruitment.
Automation and other recr...
Candidates are consumers.
Like consumers, they want customized experiences during the recruitment process.
Make sure you have a solid candidate engagement platform. This allows you to tailor the experience to suit each person’s preferences. At the very least, choose ...
The candidate experience should be a window into the employee experience. If one falls short, you’re doing a disservice to all parties involved—including your business.
Make sure talent truly experiences what it would be like to be an employee. We go as far as providing virtual reality job ...
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Your employer brand is your company’s reputation as an employer and reflects the values that make up your culture. Employer brand also describes the added value your company brings to employees, such as great benefits, career development, and work-life balance.
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The Hiring Crisis
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