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Kathy Hagens

Kathy Hagens is the founder and CEO of Common Courtesy, LLC. Its origins: as more and more of her co-workers and business associates lost their corporate positions in tough economic times, they began sharing their experiences with her. They were frustrated with not only wanting to work and not being able to secure a position, but also the experiences they were encountering when they were interviewed for positions. It became evident quite quickly to Hagens that the basics of common courtesy seem to be overlooked during the candidate experience. Hagens is a marketing communications and branding executive with more than 25 years experience in building strong marketing organizations. Her experience includes strategic planning, competitive positioning, sales training, branding, advertising, public relations, internal and external communication, company websites, electronic marketing, social media and event planning. Read her blog at

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Is Our Recruiting Efficiency Hurting Our Company?

by Jan 12, 2012, 5:08 am ET

Have we become too impersonal today? Too efficient? Will that hurt recruitment in the long run?

Think about it. We’ve got wonderful technology. We no longer need to sift through hundreds of job applicants by hand. We select our criteria and wham — we have our list of candidates. We’ve got efficient phone systems; individuals interested in working for us or talking to us can simply punch in the right numbers. “Press 1 if you … press 2 if you…”

The calls are directed automatically. As recruiting and HR professionals we can then call them back if we want. If not, well …. they don’t know who they’re calling anyway. Makes things so easy for us …. Doesn’t it?

The systems are set up so we barely have to do anything. Which of course we all know in reality doesn’t quite work that way. But the concept sure sounds like a dream. keep reading…

Are You Leaving Job Candidates with a Negative Impression?

by Sep 6, 2011, 5:05 am ET the past few years there seems to be a change in the candidate experience, and it isn’t a positive one.

Let’s forget for a moment the hundreds of applicants who apply for a particular position, with a small percentage of them qualified. The candidate experience is not going to be positive for the unqualified applicants, and that’s okay. If they had taken seriously the minimum qualifications listed on the job posting, they would have realized they didn’t have a chance.

And let’s even forget those applicants who are qualified, but don’t have a strong enough background to be considered for an interview.

What we are talking about, however, is the candidate experience for those individuals who get invited to the company for an onsite interview. That’s where we have a problem. And it’s a big one. keep reading…