The hiring scene today is like two sides of a rolling coin. On one side, five generations of diverse candidates are clamoring for what’s on the other side — a mash-up of full-time, part-time, outsourced and freelance jobs that continue to be redefined on-the-fly by disruptive economic, business and technology forces.
This controlled chaos challenges job seekers to demonstrate professional value through new social channels — while simultaneously challenging employers to recruit the right talent through those same social channels. It sounds like a perfect candidate fit should be easy to find. But as #TChat -ters know, the world of work isn’t perfect — and it leaves a lasting impression, for better or worse.
The Candidate Experience: A Reality Check
Let me illustrate. As a member of The Talent Board Candidate Experience Council , I have more than a passing interest in the topic of hiring practices. And frankly, last year’s CandE Awards insights concerned me. Here’s a good news/bad news slice of life from employers who sought CandE recognition in 2012:
Good News: The so-called recruiting “black hole” (that awkward space where employers fail to share any status or notifications with job candidates) is fading.
Bad News: There’s still room for improvement, even among pace-setters.
– Only 1 in 3 companies ask for feedback from job candidates who don’t advance to the final evaluation round. And +90% of rejected candidates say they weren’t asked for feedback after they learned about their status. This means employers are missing meaningful insight from a broad spectrum of candidates.
– More than 50% of candidates say they’re likely or very likely to tell close friends about their experience — regardless of whether it was positive (74%) or negative (61%). Connect the dots and you’ll see huge implications for employer brands.
So, how can we improve upon today’s standard of practice? That’s exactly why applications for 2013 CandE Awards are being accepted. It’s also why #TChat focused on the topic this week — to encourage creative thinking and knowledge sharing among members of the TalentCulture community. We’ve captured highlights and resources below — feel free to review and comment anytime, and share with others who might benefit.
Together, we can raise the bar — so every brand can win.
#TChat Week in Review
SAT 6/1
Watch video interviews in the #TChat Preview now #TChat Preview + Sneak Peek Videos: Our Community Manager, Tim McDonald , introduced this week’s topic in G+ Hangout interviews with our special guests, Elaine Orler, president of talent acquisition consulting firm Talent Function , and Gerry Crispin , staffing strategist and co-founder of CareerXroads . See the videos now in Tim’s post: “Does Your Hiring Process Speak for Your Brand?”
SUN 6/2
Forbes.com Post: In her weekly Forbes column, TalentCulture CEO, Meghan M. Biro examined some of the key ways companies can recruit top-notch talent by improving their recruiting experience. Read “4 Steps Of Leaders Who Win Stellar Talent.”
TUE 6/4
Listen to the #TChat Radio show #TChat Radio :Elaine and Gerry sat down with hosts Meghan and me to examine the candidate experience in detail — the increasing importance of recruiting as a living “face” of corporate brands. Listen to the recording now: “Hiring: The Candidate Experience is Everything.”
WED 6/5
#TChat Twitter:
#TChat Twitter Highlights: “Does Your Hiring Process Speak For Your Brand?”
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Closing Notes & What’s Ahead
SPECIAL THANKS: Again, a nod to this week’s guests Elaine Orler and Gerry Crispin . We’re inspired by your expertise and passion for improving the candidate experience.
NOTE TO BLOGGERS: Did this week’s events prompt you to write about your hiring experience? Suggestions perhaps? We’d love to share your thoughts. Post a link on Twitter (include #TChat or @TalentCulture ), or insert a comment below, and we’ll pass it along.
WHAT’S AHEAD: Next week we move on to the topic of open leadership with enterprise learning expert Dan Pontefrac t. We’ll talk about collaborative leadership models that drive productivity, engagement and improved business results. Stay tuned for details this weekend!
Until then, the World of Work conversation continues each day. Join us on the #TChat Twitter stream, or on our new LinkedIn discussion group. And feel free to explore other areas of our redesigned website. The gears are always turning at TalentCulture, and your ideas and opinions are always welcome.
See you on the stream!
(Editor’s Note: This post is an extension of commentary that originally appears in Kevin Grossman’s “Reach West” blog. Read the full original post: “Go Ahead And Roll Your Big And Gaudy Candidate Experience Dice.”)
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