Receive daily articles & headlines each day in your inbox with your free ERE Daily Subscription.

Not logged in. [log in or register]

Positive Candidate Experience Is a Competitive Advantage

by
Elaine Orler
May 22, 2013, 6:29 am ET

CandE-Maze-ART5-copy-copy.v2There have been several recent articles on the importance and, in some cases the lack of attention on, the candidate experience. One article goes so far as to call out the Candidate Experience Award winners and question why they are silent on the topic.

As the chairman of Talent Board, the nonprofit organization that delivers the Candidate Experience Awards each year, there is plenty I can say about the power of a positive candidate experience, and the amazing value and efforts that many employers, including some of the most well-known employment brands, are implementing to gain a competitive advantage and treat candidates with the respect they deserve.

Employers care, and they should.

In just one year, the number of companies who participated in the awards and benchmarking program nearly doubled. In the program’s first year, Talent Board’s research uncovered how a negative experience can not only impact a company’s employment brand, but also its bottom line. The 2012 research discovered that more than half of candidates indicated a positive relationship with the employer prior to applying, and those that perceived an existing positive relationship with the company were 20 percent more likely to be hired.

The reality is that there are not enough positive stories told in our industry to neutralize the constant attention on the negative experiences. But as recruiting industry professionals, we owe it to ourselves to seek out the good and to continuously improve our craft and value to the business overall. Only when we seek to promote the positive will we drive positive change. This is the foundation for why Talent Board was established, and the premise for why the Candidate Experience Awards are produced by a 100 percent volunteer committee and board of directors.

The companies that earned a Candidate Experience Award in 2012 and 2011 deserve all the credit for the extra mile of intention and attention the put on creating a positive candidate experience. They care, and their competitors should too. All of the winners’ efforts were validated by the candidates directly. Anyone can read their success stories and the best practices these organizations deliver in the annual report published by the Talent Board. The following are guiding factors for those organizations:

  • They treat their candidates with respect. Every organization that has won the award recognizes this as the baseline for candidate experience and demonstrates it through the various communications, commitments, and responses they have with their candidates. Some organizations commit to sharing the expected process and timeline; others create online chat sessions so candidate can check in; and others set up call centers to respond to candidate requests or provide direct contact information for recruiters and hiring managers.
  • They follow through on their promises. Every organization that has won the award communicated what their process was and what to expect, and made every effort to create a consistent and committed follow-through with their candidates. Candidate survey data validated (even more strongly than the companies would suspect) that their willingness to communicate, be available, and follow through left a positive impression and was appreciated.
  • They implement practices that make the most sense for their organization and target talent audiences. For any organization that has solved for how to improve their candidate experience, that solution is unique to that organization and is part of their competitive advantage. There is no cookie-cutter approach because there are too many variables to master. The winning organizations know that understanding their candidates, candidate types, market experience, and business goals is the best way to determine what providing a positive experience means for their company.

Anyone who is seeking to improve recruiting performance, their company’s market perception, and to help move the needle to enhance candidate experience can read the 40+ page report which includes insight on the 2012 Candidate Experience Award winners and the overall employer and candidate survey findings. Look at the winning organizations’ career sites, mobile sites, and social media strategies; find ways to emulate the practices that make sense for your organization. Find them at conferences, ask them questions, seek them out and hope they will share their stories directly. There is no doubt that their candidates validated they were worthy of recognition, and because of that they are attracting and winning the battle for the best talent for their organizations.

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  1. | Positive Candidate Experience Is a Competitive Advantage + MORE | Get Hiring

    [...] Positive Candidate Experience Is a Competitive Advantage [...]

  2. Jacob Madsen

    Excellent article and cannot be spoken enough about.
    The best news (why the more staggering that it is in such a bad state as it is on a global scale) is that good candidate experience only require marginal more effort and cost. It is about being smart, being considerate about thinking about what is being done and then do it. Not necessarily about bells and whistles, big complex systems (in fact the direct opposite since they at best are OK at what they set out to do, but most fail spectacularly) little does it, and simple does it and often does it best.

    In short ‘where there is a will there is a way’ and all about mind-set and thinking with b o t h your head and heart, something that for unexplainable reasons appear lost.

  3. Keith Halperin

    Thanks, Elaine. ISTM that a relatively small number of companies competing for an award (or at least want to get the information about how they’re doing in order to improve) pales in comparison with the vast number of companies who don’t care how badly they treat their candidates or indeed rmay regard it as a perverse badge of honor. EOCs can treat people any way they like, and they’ll still have lines around the block, as can non-EOCs who aren’t insisting on hiring the “Fab 5%”.

    BTW, it appears that even the winners of the CandE prize are too busy to read ERE and reach out and tell their stories. I still have exactly *zero people from these or other companies that value CE who have been willing to contact me and do just that…

    No Cheers,

    Keith keithsrj@sbcglobal.net

    *I’ve had one person start the process, but we haven’t spoken yet and it’s been quite awhile now…

  4. Jacob Madsen

    In respect to comment from you Keith.
    I have in a range of ere like forums (6.000 members across 50 countries) UK LinkedIn as well as others groups and in respect to a range of UK awards thereof Candidate Experience attempted to get winners to come forward and share their stories, – to no avail!!
    As the US version of Candidate Experience Awards had its inaugural launch in 2012 here in the UK and the whitepaper on winners recently released, I have not only spread these findings near and far on basis of heightening the awareness as well as improve learning.
    Interestingly remarkably few have in respective and relevant forums stood up and told their stories and when I did share the compelling story of one of the winners, it received almost no reaction!

    All the above can only leave one totally baffled and wondering what is going on. It is as if their is wilful ignorance and wilful disinterest in what others do, and how w e a l l can learn, improve and evolve.

    Much in the entire world of talent acqUisition is baffling and I am seeing, hearing and experiencing things every day as a candidate that really shock me, we are overall not improving, rather detoriating and on a scale and to a degree truly shocking (I have CandEs stories that will truly leave anyone speechless)

    So it is g r e a t that something like this exist, and it should be lauded and shouted about from the roof tops, b u t does it really make that much difference, sadly I cannot say I have belief in that happening.

  5. Chris Hoyt

    @Elaine
    Great article and sharing, Elaine. Thanks for continuing to push the forward in our space. It’s important that more companies realize that this is open to everyone and that the data gathered is invaluable when looking to evaluate the experience we’re delivering as well as benchmark with peers.
    I spoke directly with other participants last year and there is definitely interest in more transparency amongst participants – an effort where everyone wins, to be sure. The biggest thing I think that many need to do is conquer the fear of feedback from candidates. The investment is worth it!

    @Keith
    Your comments seem to be disparaging of both the process and the participants. I’m hoping that’s not the case and that something’s getting lost in translation.

    It does seem that you completely misunderstand the purpose and spirit of the CandE efforts if you think the participants are “competing” for the award.

    With regard to the lack of CandE participants racing to ERE to answer your article… I suspect they are in the trenches and busting their tails to make changes based on their findings (I know I am!) and have in fact been a bit too busy to notice your plea(s) for their time.

    The reality is that the participants have taken part in not only the HRTech sessions each year but a number of open panels and forums where they/we respond to direct inquiries from the general audience. I might recommend that a more thoughtful approach be your attendance and participation in these organized channels as opposed to your own “post and pray” strategy here on ERE. (It’s not too hard to believe that their too busy to be on ERE every day or missed your article, is it?)

    They’re good, hard working, recruiting professionals that are trying to make a difference in a really tough space. They’ll share with you, Keith – but you need to be reasonable, my friend.

  6. Jaspreet Bakshi

    It definitely is! And is so often ignored. I am glad that your organization is bringing more attention to this. My two cents on this is that the people who are put forth to interact and interview the candidate must care about the candidate’s experience and not just about their performance on the dry technical aspects of the interview (I say technical because I come from an engineering background). It doesn’t mean you have to be “soft” on the client. You can still ask challenging questions and be very selective about whom you hire.

    Also came across this post by Daniel Chait, Founder of Greenhouse.io today, on the same topic.

    http://blog.greenhouse.io/great-candidate-experience

  7. Keith Halperin

    @ Jacob: Juding by some other comments, it looks like the awards are important enough to the participants for the process itself and the results to be mentioned here on ERE, but not important enough to share the details of what they do with our readers here- they’re “too busy” for the likes of us.

    @ Chris: “Your comments seem to be disparaging of both the process and the participants.” You are partly correct. I recently had a discussion with someone involved in the process, and I learned that a certain number of participants wanted to use the finding for their company as a case to improve what they felt was a dysfunctional situation. I have the greatest respect for these participants. I do not particularly care if a given company or companies have good processes if they can’t or won’t share their best practices with the rest of us. I would love to see a free CandE report available to all outlining the best practices of the winners, and suggestions for their implementation.

    Also, though I know this is not the intent of CandE, I wish it would serve more as a Consumer Reports of CE, reviewing the CEs of company who’d rather NOT be evaluated, and releasing those results, too.

    Bottom line: IMHO, if these don’t provide incentives and information for the vast majority of companies to improve, then I see little use in it for recruiters, candidates, or the companies themselves.

    Cheers,

    Keith

  8. Jacob Madsen

    @Chris
    All respect for ‘those in the trenches’ they work hard, are short of time and under constant pressure in environments that are often hugely challenging.
    That said and being a relative newcomer (3 years) to the scene of thoughts, ideas, etc. as those expressed here, those at the Linkedin Connect conferences, the Dr. J. Sullivan, Lou Adler. Kevin Wheeler, Matthew Jefferey etc.
    I have found that it for me has opened up a whole new world of insight, understanding, and ability to make short cuts and improvements at a significantly faster pace than prior.
    I have been on another discussion on a Linkedin group with recruiters about how they stay top of their game, how they make sure they find the best people, how they evolve, and the answers are that they continually explore, they ask questions, they seek solutions and they keep an open mind and attempt to be young at heart.
    What the entire TA industry is so missing (not to mention much else in the Western World) are more that look up from their trenches, that take a peep at what is going on, what they can learn from, how they can evolve.
    I have been enough on ere discussions as well as seen what goes on the wider global TA scene to know that we are talking approximately 5 maybe 10% of TA folks globally that have this attitude, that try and explore and understand what is new, what is different and how to enhance and evolve. I have sat down with numerous TA colleagues, and some EMEA and global TA leaders and spoken with great enthusiasm about ere, about Lou Adler, Dr. J. Sullivan, Kevin Wheeler, about Recruitment 3.0, 4.0 and 5.0 only to get a blank stare.
    The level of ignorance and of not really doing much about becoming better, to enhance and to look for what others are doing and take inspiration from is staggering and shocking.

    If we are to have hope that TA can become taken more seriously, that elements such as Candidate Experience Awards are to grow, to prosper and to set the standards and the bar for what good look likes be raised, then we need far more folks to become interested, to participate, to speak up and to share, or we will forever be a small exclusive group of a couple of thousand people that speak to each other on these forums, attend the Linkedin Connect conferences and read and take inspiration from those in the know and with something valuable to say, and that is not going to get us anywhere.

    Time for others than Keith ‘the most faithful and constant ere discussion contributor’ Halperin making their voices heard, to start showing some interest, for someone picking up the mantle from Recruitment 5.0 (I know for a definite fact that 6.0 will not be written by MJ) and for the entire subject to become far far more widespread.

  9. Chris Hoyt

    @Keith
    While I applaud your desire for more people to share and collaborate, I have to respectfully ask:
    1. Did you download the research released by the CandE results in Feb?
    2. Did you attend any of the offered sessions where the participants openly shared practices and discoveries?
    3. What have you contributed to the global effort related to improving the candidate experience outside of your ERE article and somewhat snarky comments?

    As for the open sharing you’re asking for… YES, it would be great! But I’d wager that you’ve been in this space long enough to know that something like this has to walk before it can run.

    Isn’t http://www.recruitersforum.com your work?
    Is it done? Is it perfect?
    Candidly, if the roles were reversed… How would you respond if someone with your influence began to criticize the site for what they felt it SHOULD be and for what they felt your ‘members’ SHOULD be contributing versus what we see there today?

    Being an advocate for this program will help improve the candidate experience along (or at least raise awareness that one exists!!) much more effectively than your current approach. Chipping away at something that’s only in it’s 2nd run just doesn’t help anyone, Keith.

    I’d much rather see someone like you knocking on the Talent Board’s door to see how you can help this program along AND help it to improve. It’s a shame for the entire industry that you seem to be taking the other path, quite frankly.

  10. Keith Halperin

    @ Jacob. Thank you, you are again very kind.
    1. Did you download the research released by the CandE results in Feb?
    Happy to do so now- please send our readers and me the link.

    2. Did you attend any of the offered sessions where the participants openly shared practices and discoveries?
    I wasn’t a participant, and wasn’t invited, so I didn’t attend. Were they recorded and is there a link so all of us may learn from it?

    3. What have you contributed to the global effort related to improving the candidate experience outside of your ERE article and somewhat snarky comments?

    I have repeatedly responded to the hypocritical complaints of many organizations complaining of poor CE while they display complete indifference to improving it, or even regarding poor CE as a perverse badge of honor.

    By and large, there are no corporate incentive to improve CE and no disincentive to keep it poor, and until that changes things will not
    change substantially, CandEs or not.
    “But I’d wager that you’ve been in this space long enough to know that something like this has to walk before it can run.” Precisely what about knowledge-sharing, best-practices, and transparency has to be done incrementally? If my company treated people well,I’d tell EVERYBOD what I did, because hardly anyone would try to do the same thing.

    Recruitersforum is something I ended in 2001. I’m surprised the site/domain are still active. Criticize it all you like.

    I will concede that perhaps an organization with the initial participation of hundreds of interested organizations (many which are large, prestigious, and rich) may be just be making its fifirst faltering steps. Well it’s time to walk. I challenge CandE to put on one or more series of low-cost Candidate Experience Best Practices Meetings, where there’s nothing to sell or win and everything to learn. Maybe you could even get some of your busy participants to talk to the rest of us…
    I’ll tell you what-
    You get the official buy-in and backing, and I’LL ORGANIZE IT.

    Cheers,

    Keith

  11. Chris Hoyt

    As to finding the materials and sessions – I’m not your Google.

    As for the rest of this volley – I’m going to excuse myself as it’s already taken too much of my time to walk in a circle with you.

    Sincerely – best of luck, Keith.

  12. Denni Oravec

    Keith, I am the Director of Programs for the CandEs and I wanted to let you know you can register to receive the link to download the 2012 report at http://bit.ly/CandE2012Rpt. Also, I wanted to bring to your attention the ERE article from February 12, regarding 2012 Candidate Experience results. http://www.ere.net/2013/02/12/black-hole-getting-brighter-among-cande-winners/

    For any company who need assistance in reviewing their benchmark reports I am happy to help and answer any questions.

  13. Gerry Crispin

    @keith

    I usually call people rather than call them out when I see the kind of comments you’ve been making but I’ll do both so expect a call. Tomorrow. Your choice if after reading this you want to accept it.

    Hopefully when I call you’ll have had a chance to find and read the 50 page whitepaper detailing the data and analysis collected from 17,000+ candidates of the 37 firms that won the CandE in 2012. I know you responded to Chris Hoyt’s question about whether you actually did any homework on the CandEs by saying you were prepared to read the report if someone would send you a link.

    I’ll infer your answer is “no”. However your comment also tells me you had not actually read the above article written by Elaine before weighing in on the value of the candidate experience efforts she is leading. So here’s a line in the article you might have noted.

    “Anyone can read their success stories and the best practices these organizations deliver in the annual report published by the Talent Board.” Go back to the article and click the link!

    I’m tempted to respond point by point but your words truly speak volumes without my help.

    So, let me share some thoughts about just your last comment- seeking “one or more series of low-cost Candidate Experience Best Practices Meetings”

    - In October 2009, 2010, 2011 and 2012 the HRTechnology Conference each year had sessions on the Candidate experience. The average attendance was 300-400. Last year I counted over 600 in the audience. 37 firms were honored in that session. They were all there. The session lasted 90 minutes and at least 75 of the 90 minutes were devoted to individual firms speaking to their practices, results, plans and challenges around what needs to be done. I didn’t see you there.

    - In 2011 and 2012, The Recruiting Conference had panels on the candidate experience and the panelists were primarily employers who had participated in the CandEs. In addition, Zappos’ head of recruiting did an extraordinary 90 minute session on their treatment of candidates [not a participant in the CandEs, hopefully they will participate this year]. Must have been 200+ in the audience. I didn’t see you there.

    - In the Spring of 2012 ERE had a session on the Candidate Experience. They wanted just two small companies to be interviewed about their practices but their were half a dozen other firms in the audience who had exceptional practices and/or data about the value they were getting. Some were 2011 CandE winners. Most had not yet participated. Maybe 150 in the session. I didn’t see you there.

    - In 2012, there were Candidate Experience sessions at the following Annual Conferences (in addition to the HETechnology conference lready mentioned) -SHRM Talent Management, SHRM Annual and NACE where in every case the speaker got individuals in the audience who had been actively developing their approach to how they treat candidates to share…as well as sharing specific examples from initiatives that included the CandEs. In each of those examples there were easily more than 300 employers in the sessions. I did not see you there.

    - In the first four months of 2013 several low cost conferences had panels and sessions: A NJ SHRM Chapter (200 attendees), A Philadelphia SHRM Chapter (150 Attendees), A NACE regional (Philadelphia) meeting (150 attendees), a local Washington DC recruiting professional group, RecruitDC, with 250 attendees, a London (UK) meeting where 10 employers were honored and spent two hours describing their practices (75 attendees), a NY unconference on staffing, TRUNY with 30 attendees. In EVERY case there were employers in the audience doing great work who were not only acknowledged during the sessions but who shared practices. I saw you at none of these.

    These are only small part of the ‘meetings’ related to getting the word out about the candidate experience- all meetings that I’ve personally been involved in during the last year and so, if I were to add the efforts of dozens of staffing leaders like Chris Hoyt who are fully engaged with their firms and also fully invested in defining, measuring and connecting the data they are gathering to their function and their firm’s performance measures it would extend this list of meetings quite a ways.

    But then I’ve not begun to mention (and you really don’t want me to) the meetings, sessions, articles and webinars on the practices that included staffing leaders led by Elaine, Ed Newman and our volunteers who recently joined the CandEs and who are helping to improve and extend it…as we speak: Andrew Gadomski, Anna Brekka, Ben Gotkin, Bennett Sung, Bryan Wempen, Carmen Hudson, Chris Brblc, Eric Winegardner, Jennifer McClure, Joe Murphy, Josh Schwede, Kelly Dingee, Kevin Grossman, Kris Dunn, Lance Haun, Linda Brenner, Master Burnett, Peter Clayton, Sarah White, Sean Sheppard, Steven Rothberg, Susan LaMotte and William Tincup.

    There are more we hope to get involved. Who knows, maybe even you.

    Shouting “I’LL ORGANIZE IT” however doesn’t give me much confidence when others have been organizing and showing up for years, apparently outside your view. Your comments only serve to demonstrate how out of touch you are beyond your penchant to comment on articles here on ERE, whether or not you’ve even read them.

    To summarize, you need to do your homework better than you’ve shown to date AND you need to show up outside of the comments section if you want to earn the respect and engagement of those firms you are encouraging to share their practices.

    Finally, it has been you who keeps saying we should beat up bad behavior as much as reward the ones who are trying to do the best job. Me, I’m just taking your advice. Talk to you tomorrow.

  14. Steven Rothberg

    Another event to be added to Gerry’s list was the presentation by Chris Galy of Intuit at the College Recruiting Bootcamp http://www.CollegeRecruitingBootcamp.com that we co-hosted with LinkedIn on May 13th — the day before I spoke with Keith at the ERE Recruiting Innovation Summit. The Bootcamp cost $50 for a half day session and featured presentations by senior staffing leaders and an engaged, appreciate audience of 205 recruiters, human resource managers, college relations leaders, and others at the LinkedIn headquarters in your own metro area of San Francisco.

    I asked Chris to speak about Intuit’s significant efforts to deliver a world class candidate experience in part because I had some contact with him as one of the judge’s for the 2012 Candidate Experience Awards and Council member for the 2013 Candidate Experience Awards. He’s also one of the stars in the world of corporate recruiting and a damned fine presenter. Several attendees mentioned him by name in their comments to me after the Bootcamp and every single one of them felt that he had given them a gift: in a 20 minute presentation he laid out not just why treating candidates well is morally correct, but why it also makes good business sense. I suspect that a sizable minority of the 205 attendees are now back at their offices making the case to Chief-level leaders as to why their organizations need to invest in the candidate experience delivered by their organizations.

    I’m pretty sure that Keith was referring to his conversation with me when he wrote positively (there were some positives in what he wrote) that he spoke with someone involved in the CandE’s about some organizations participating so that the staffing leaders could have some hard metrics on just how bad their candidate experience was so that those leaders could then use that data to improve their organizations. I had a couple of lengthy and very positive conversations with Keith at RIS. He seemed mostly very positive about the CandE’s during those talks so his repeated and escalating slamming of the process and participants in yesterday’s ERE Daily was bewildering to me. I’m not condoning his behavior, but maybe he had a bad day and was taking out his frustration on us. Perhaps he’ll sleep well, regroup, and see the process in a new light. Perhaps.

  15. Joseph Murphy

    Diamonds do not jump into you hands. They are searched for, and transformed by effort and skill.

    Thinkers become thought-leaders when they attract followers. Individuals on their own journey of discovery stumble upon a train of thought that compels them to become followers, and perhaps contributors to the movement.

    The Talent Board, and the Members of the CandE Counsel are a collection of leaders and contributors who are putting in a tremendous amount of effort to raise the quality and objectivity of the candidate experience. The process of building community takes time, patience and passion to press forward with commitment and limited resources. Each year the following gets bigger. More recruiting leaders, searching for ideas for staffing process improvement are discovering the Candidate Experience Awards.

    Gerry and I have been talking about and advancing the candidate experience for years. We have been asking candidates for feedback for over a decade and our clients see the impact of favorable candidate experience. Those who are truly interested find what they seek.

    We on the CandE Counsel are proud of the collective learning, the wide sharing, and growth of participation. Be part of the community – Apply or Volunteer.

  16. Joseph Murphy

    Diamonds do not jump into you hands. They are searched for, and transformed by effort and skill.
    Thinkers become thought-leaders when they attract followers. Individuals on their own journey of discovery stumble upon a train of thought that compels them to become followers, and perhaps contributors to the movement.

    The Talent Board, and the Members of the CandE Counsel are a collection of leaders and contributors who are putting in a tremendous amount of effort to raise the quality and objectivity of the candidate experience. The process of building community takes time, patience and passion to press forward with commitment and limited resources. Each year the following gets bigger. More recruiting leaders, searching for ideas for staffing process improvement are discovering the Candidate Experience Awards.

    Gerry and I have been talking about and advancing the candidate experience for years. We have been asking candidates for feedback for over a decade and our clients see the impact of favorable candidate experience. Those who are truly interested find what they seek.

    We on the CandE Counsel are proud of the collective learning, the wide sharing, and growth of participation. Be part of the community – Apply or Volunteer.

  17. Keith Halperin

    @ Chris: And good luck to you, too.

    @ Denni, @ Others: I have received the report and will review it in detail.

    @ Gerry I’m glad to see that there is a great deal of additional discussion going on around the country. As a Bay Area contract recruiter, I was unaware of these other conferences around the country, and would unlikely to be able to attend them if I did. I did offer comments re: CE at UnConference SF… Perhaps I misunderstand the overall intent of the *CandEs, which I gather is to honor (through a careful and unbiased process of evaluation and benchmarking) those who are making an effort to provide good CE. If I am correct, is this an end in itself or a means to a greater end- that of improving CE for all applicants at all companies, participating or not? IMHO, good CE is something all companies should provide as a matter of course. ISTM companies are not particularly motivated to change their behavior through means such as these (though there certainly could be behind-the-scenes, low-key-efforts to do just that, and I commend those if they exist) Finally Gerry, I do not need your or anyone else’s respect on this matter- the fact that I have garnered considered responses indicates I have something meaningful to say, whether people agree with it or not. I have passionate opinions on the sorry state of CE, and I make my offer stand- if the Talent Board or CandE wishes my services in some capacity to improve CE that I can provide, I’m open to volunteer; if you have some constructive suggestions how I may do this, feel free to call me.

    @ Steven: You are correct. I was pleased to hear about what companies did, and particularly about those companies which wished to use this information to improve their companies’ CEs. However, I may not have mentioned this or if I did, mentioned it clearly enough: the very fact that these companies CARE enough about this is a bit of a limitation- as the saying goes: “acknowledgement of a problem is half the solution”. The companies that are participating are the ones that need it the least, and the ones that would never dream of participating are the ones that need it the most. While many people including yourself worked very hard to make the CandEs successful and should be commended for that, ISTM that the CandEs may not be the best and most effective means of improving CE for the vast majority of applicants at companies who didn’t- and would never participate. If I may make an analogy: I don’t believe that a voluntary evaluation of a number of companies’ pollution control efforts would have been an effective means to stop the grossest polluters from continuing their practices- no “dayenu”: it would not be enough.

    @ Joseph: The means and methods of treating candidates well are like “diamonds”? I prefer to think that they are more like drinking water- something everybody needs and should have easy access to. I don’t presume to be either a “thinker” or (Heaven forbid) a “thought leader”. I’m just an experienced recruiter and an even more experienced applicant who’s seen a tremendous amount of BS and hypocrisy around this issue, with little being done. I am glad that you and Gerry and others have been talking to raise awareness. I wonder though: is improving CE something like the Civil Rights, Women’s, or Gay Rights movements; something that will take GENERATIONS to get better? If so, perhaps it’s time to start thinking of strategies and tactics to improve and speed up the process. I’ll say it one more time: I VOLUNTEER to help work to improve Candidate Experience, whether through the CandEs,, the TB, or elsewhere.

    Happy M-Day Weekend Everybody,

    Keith keithsrj@sbcglobal.net 415.586.8265

    * “Although the CandE Awards is a competition, it exists to enable any company to benchmark and improve their candidate experience. Any corporation that is interested in enhancing the candidate experience they provide, regardless of sophistication, will benefit from participating in the benchmark process.” http://www.thecandidateexperienceawards.org/about-the-award/

  18. Brad Cook

    @ Joseph: Well said, Diamonds do not jump into your hands. They are searched for, and transformed by effort and skill.

    I for one have gained significant value from participating in the CandE awards. Not for the reason of a badge of honor as it was mentioned, but from the in-depth awareness of how my candidates experience our process end to end. I didn’t apply the first year as I didn’t feel I had a good story to tell and that some of our processes sucked from a CE perspective. What I failed to understand in that first year was just completing the first round of data collection I would have received a plethora of information on how our process are perceived externally by those who have to deal with them…. our candidates.

    I read thru the 2011 report cover to covered and uncovered numerous ideas and best practices just from ready the questions posed. That in itself changed our thinking. Since then, we have streamlined numerous processes. At the end of the day if 37,000 candidates took time out of their busy days to respond to a survey, that in itself shows the importance to them and which should indicate the importance to us as TA leaders.

    @Keith, if you read thru the papers and open your mind to the possibility you will find plenty of ways to compare your process to those of us that have shared ours and from there you can decide what works for you and what doesn’t. Take the best and leave the rest.

    @ Elaine, @Gerry, @Steve and all those that have taken up the charge for the CandE’s, well done. Keep up the great work. Your changing people’s perceptions one at a time. Not everyone will join the dots day one, but they will over time

  19. Positive Candidate Experience Is a Competitive Advantage ← Amitai Givertz's Blogversity Blog

    [...] Employers care, and they should. (more…) [...]

  20. Keith Halperin

    @ Brad: I’m reading through the 2012 paper, and looking forward to learning and interpreting. Back soon w. updates..

    -kh

  21. Robert Dromgoole

    I’m late on commenting on this. I haven’t followed all the comments in great detail.

    One, PNNL has been recognized, and I’d gladly talk with anyone who wants to write a piece about the Cand E awards. Call me or write any time. 509-375-2441 or robert.dromgoole@pnnl.gov

    Two, I don’t blow our horn to loudly because in looking at my organization, we don’t do as well as I’d like. But we put ourselves out there. We enter every year.

    So write or call if you’re interested. But I have a day job, and an active family life after hours. I’m not going to write story upon story of how great we are when in my opinion we have lots of room for improvement.

    3) I highly recommend every company enter this contest. Help uplift the industry.

  22. A positive candidate experience can be your competitive advantage

    [...] Original from ERE.net. [...]

  23. 3 Ways to Master Physician Candidate Experiences | Fidelis PartnersFidelis Partners

    [...] This article points to a few key elements that can positively impact the candidate’s experience with your organization, thereby giving you a competitive advantage while recruiting.  I would add the following three suggestions: [...]

Post a comment

Please log in to post a comment.

Note: You need to sign up for an account on our new commenting system if you haven't already done so — even if you have an existing ERE account. Find out why »

Login Information