Our colleagues over at ERE had a post today that asked something that really jumped out at you: Why Do Good People and Good Organizations Allow a Bad Candidate Experience?
It’s a great question, and it certainly got my attention as I’m sure it will get yours, too. This is what author Bryan Wempen had to say:
Here is my game-plan: share my thoughts in a stream-of-consciousness style blog as move through my 60-day journey to answer the following question … Improving the Candidate Experience: Why do good people and good organizations allow a bad candidate experience?
I’m going to be collecting information by interviewing as many company and HR leaders, some who I know other I don’t, focusing on HR leaders from the 2011 Fortune 100 Best Companies To Work For list.
Below are some but not all of the questions we will be chatting about in my path of discovery. I’m also figuring that all this great information will create even more questions from the questions.
Q1: Rate your organization’s external and internal candidate experience: poor, average, good, great, or amazing.
Q2: How important is creating a high-touch “candidate experience” to your company?
Q3: Define what you feel your candidate experience looks like.
