Build Lasting Relationships at HR Tech Connect

HR tech is undergoing dramatic change—from the shift to mobile and the explosion of analytics and artificial intelligence, to new software options and the emergence of wearables in the workplace. The rapidly changing nature of the industry keeps things exciting, but it also makes it difficult to stay ahead of the latest technology and trends.

That’s why I’m carving out time in my busy schedule to co-chair and attend HR Tech Connect, the only conference of its kind that focuses exclusively on bringing enterprise-level HR and IT decision-makers together to better understand the rapidly changing HR and workforce technology landscape. HR Tech Connect, which will take place from November 5-7 at PGA National Resort & Spa in Palm Beach Gardens, Florida, is a must-attend conference offering fantastic networking opportunities.

This is not just another trade show or exhibition—it’s the place where you can connect with peers across a variety of industry verticals, discuss the latest topics, challenges and solutions, build relationships with experts and solution providers, and understand where the future of HR tech is headed. Bottom line: You will build lasting relationships that will help your company—and your career—succeed.

I am excited to be chairing the HR Tech Connect conference this year. I enjoy attending content-rich conferences like this one because they give me the opportunity to meet colleagues, friends and clients in a more intimate setting and share best practices and advice for implementing a successful digital transformation strategy. I always say you can accomplish more of your business goals—and better determine business and culture fit—at a well-run 2½-day conference than you can in months’ worth of face-to-face meetings.

Indeed, HR Tech Connect brings together Stone Fort Group’s WorkforceNEXT community, which focuses on HR leadership in North America, with nGage Events’ IT and executive community.  There will be a healthy mix of frontal presentations and keynotes, boardroom-style case study sessions, candid panels on industry specific and vertical-focused topics, as well as one-on-one conversations with leading vendors and peers on the latest HR tech topics.

If you’re a decision-maker working in IT or HR, this is a conference you won’t want to miss. The sessions at HR Tech Connect will feature topics on everybody’s minds, including the hottest trends in HR tech, the emergence of AI and automation, and the evolution from legacy HRIS to best-in-class apps for each HR function. Conference organizers know that your time is valuable, which is why participants of this invitation-only conference receive complimentary airfare, hotel stay, meals and registration costs.

If you’re aiming to stay ahead of the competition and could benefit from meeting visionaries in the HR technology space, you’ll want to join me at HR Tech Connect. Click here to view the conference agenda and request more information about attending. Hope to see you there!

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The Business Impact of Candidate Experience

Here’s what crystal clear in business today: poor customer service impacts customer retention, referrals and potential new business. Social media has given consumers an open forum to share both good and bad product and service experiences to all who will listen.

How many of you have used social media to get some customer service action instead of growing old waiting on the customer service phone trees or trying to navigate the labyrinth of online FAQ databases?

The same has been true for job seekers, and for too long employers were resistant to treating candidate as the primary customer of recruiting. Per the Talent Board Candidate Experience (CandE) Awards and Benchmark Research, that’s finally changing for the better.

In fact, many of this year’s 50 CandE award-winning employers – all of which provide their job candidates with an exemplary experience as defined by the candidates themselves – have gone through this transformative shift. Meaning, to treat all their job candidates, both externally and internally, as the primary customers of talent acquisition. Not the hiring manager, executive manager or other recruiting peers and colleagues – the candidates.

And not a moment too soon, since now six years of Talent Board’s CandE Awards benchmark research conclusively demonstrates that on average 41 percent of global candidates who believe they have had a “negative” overall 1-star job seeker experience (based on a 1-5 Likert Scale rating) say they will take their alliance, product purchases and relationship somewhere else. That means a potential loss of revenue for consumer-based businesses and referral networks for all companies. On the other hand, 64 percent say they’ll definitely increase their employer relationships based on the very positive job seeker experiences they’ve had. These aren’t just the job finalists either, but the majority are individuals who research and apply for jobs and who aren’t hired.

Also, quite clear from the 2016 CandE data (to be released early 2017) is how many employers continue to raise the bar on candidate communication and feedback loops – those candidates who said they had an overall 5-star candidate experience were only waiting for a response from the company after applying 32 percent of the time versus over 45 percent of candidates who said they only had an overall 1-star candidate experience. Unfortunately, 47 percent of all North American candidates overall were still waiting two to three or more months for a response from the company post-application, a continuous area of missed opportunity and a trend over the past few years.

When you look at candidate feedback at the interview stage, 87 percent those candidates who said they had an overall 1-star experience we’re never asked for any feedback on the interview process, while 32 percent of candidates who had an overall 5-star experience were asked for varying levels of feedback, a key differentiator in the race to hire the best people.

Lastly, candidates share their positive recruiting experiences with their inner circles (friends, family, peers, etc.) over 81 percent of the time and their negative experiences 66 percent of the time. Candidates also share their positive and negative experiences online via social media (Glassdoor, LinkedIn, etc.) 51 percent and 34 percent respectively. Again, it’s the negative experiences that not only potentially impacts the employment brand and direct revenue for consumer-based businesses, but also the sought-after talent employers are competing over and those referral networks that come with them.

Additional insights will be explored in the 2016 North American CandE research, the full report will be available on a complimentary basis to all interested employers and organizations early next year.

A non-profit research organization, Talent Board launched the CandE Awards program in 2011 as a way to promote and benchmark quality candidate experiences. Since then Talent Board has expanded to offer the CandE Awards in three regions: North America, EMEA and APAC. The 2016 North American CandE Awards set a new program record with more than 240 participating companies and 183,000 job seekers sharing their thoughts and experiences as candidates – 84 percent of whom did not get the job.

More than an awards competition, the CandE Awards also serve as a benchmarking program to raise awareness of the benefits of a positive candidate experience and highlight the tools, technology and techniques that can facilitate the process, as demonstrated by winning companies. The opening of the 2017 CandE Awards program will be announced following the publication of the forthcoming research report.

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#TChat Recap: How Social Recruiting Makes the Talent Business Case

Do you ever wonder how prevalent social recruiting is today – especially versus five years ago? Or what are considered best practices for reaching out to candidates on social sites? Social recruiting is no longer a trend. It’s the new norm. According to new Dice research, 9 out of 10 recruiters are using social media in talent acquisition.

This week, the TalentCulture community enjoyed a fast-paced and high-energy discussion about how social recruiting makes the talent business case with this week’s guests: Stacy Zapar, Founder of Tenfold, and recruiting strategist, trainer & advisor; and Allison Kruse, Senior Manager of Social Media and Talent Acquisition at Kforce.

Social media has become the tool for promoting jobs, building brands, sourcing candidates, creating relationships, and vetting applicants. Dice research also shows that social has improved or is greatly improving tech recruiting results including quality of candidates, referrals, and time-to-hire.

Think social media is big now? It’s only getting bigger, along with its importance to tech recruiters looking for results. However, there is some art and science to doing it right. Listen to the recording and review the #TChat highlights to learn more.

Thank you to all the TalentCulture sponsors, partners and supporters!

#TChat returns Wednesday, Dec 9, 2015 @ 1 pm ET/10 am PT. The TalentCulture team will be talking about our favorite #TChat shows from 2015. Join us and share your favorite #TChat moments from this year.

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