Your perfect candidate could be located in any number of talent pools — passive candidates, active job seekers, or even entrepreneurs. Your recruiting strategy has to have a sourcing plan to gather candidates with the skills and experience you need, as well as engage them through the entire selection process. A sub-par candidate experience can deter applicants from accepting positions and even damage your reputation as an employer of choice. Learn how to design and implement an experience that engages the emotional, physical, and cognitive aspects of your potential new hires.
Recommended Candidate Experience Resources
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Discover brilliant onboarding tactics to connect and engage with people in regional or remote offices, how HR leaders can build onboarding experiences that keep your new people feeling thrilled and welcome, smart tips to excite and empower managers to commit themselves to the onboarding of their new people, and how to rapidly scale your best-practice onboarding across hundreds of new hires during periods of high growth.
Explore how Delta Airlines is rethinking its talent acquisition function, why the experience of all candidates matter, and where you can improve your talent acquisition process right now.
Understand more about how to engage applicants in a competitive war for talent and how to balance technology and the human touch to transform your company’s hiring process to increase the advantage on the competition.
To accelerate the hiring process, organizations need to develop clear performance criteria and articulate critical factors of new hire success. However, some organizations may be going nowhere fast because they don’t understand what success ...Read more
Dive deep into what candidates want and how to deliver on their expectations for chatbots and SMS technology.
Learn how to identify and exploit channels of communication most likely to engage your target candidates, streamline your recruiting process by using AI, and decrease the chances of hurting candidate engagement by implementing these technologies into your recruiting process.
Employees today need connection to their mission, leadership and peers during every stage of their career. Enhancing the work experience through communication and engaging actions increases the likelihood they will remain with their organization. These efforts begin the moment an employee is hired and must be continually reinforced throughout their career.
When it comes to measuring the health of your hiring practices, time-to-fill is probably the single most important indicator. A good time-to-fill metric tells you that your recruiters are on the ball and your systems and processes are working well. Of course, in periods of low unemployment (like what we’re seeing today), your time-to-fill metric can take a hit.
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