A quick recap of what’s trending in the Candidate and Employee Experience world.
Making Talent a "Top" Priority on Your Corporate Website
In my previous recruitment marketing life, I remember client after client telling me "we can't get marketing to let us put careers on the top navigation," or "the real estate is too valuable for our products" and sadly this debate continues today (and many of the big dot-coms still don't do it). A recent blog post by Tim Sackett only confirms not much has really changed over the decades. I think the important thing to remember is if we can't get the basics right in our candidate experience journey, why are we trying to bolt on chatbots, CRM platforms, talent portals and everything else under the sun to fix it. How do you think job seekers interpret your company's view of talent if you stick it at the bottom of your site with your legal notices? I'm sure most of us know this, but as Tim points out, 50% of corporate organizations still aren't doing it right. If you truly value talent, it should be one click away.
Don't Forget the Candidate Experience Journey When it Comes to Accessibility
We talk a lot about veteran recruiting programs or how to recruit Millennials but there is a real gap in HR on the subject of accessibility for people with disabilities. SHRM shares the importance of remembering to also map out how your candidate experience aligns with those with them. Employers committed to diversifying their applicant pools need to be aware of problems that applicants with disabilities may have when they try to access their career sites, job portals and online applications. People with disabilities need to be able to use these technologies as easily as other applicants, especially now that the job search and application processes are mostly online. Has your company remembered to also audit your candidate experience across this population?
The Importance of Survey Data in Your Hiring Process
Imagine as a customer you were never asked about your experience. Happens sometimes, but experience tools are omnipresent in the consumer world. Sadly, the opposite is true with candidates, it's more rare than there. That includes lots of tech-enabled support tools like interactive chatbots, feedback and survey systems, inline assistants and more. Gathering survey data from candidates about their hiring experiences can be very telling of current practices. What seems like a fantastic, efficient process to you could actually be pushing top talent away from pursuing your organization as an employer. Learn just how important that survey data can be in defining your candidate experience.
Candidate Experience is a Global Initiative
The Talent Board recently added an APAC Candidate Experience Benchmarking Report to complement their already well-known industry reports with North America and EMEA based organizations. It appears HireRight also did a recent study on the growing importance of candidate experience in the Asian market. The report highlights a renewed focus on candidate experience, with a third (39%) of organizations indicating that they were planning to improve the candidate journey holistically from application through to onboarding – a significant increase from 26% in 2017.
Enhancing Your Employee and Candidate Experience with AI
How are companies using AI to mirror their last best customer experience for employees? Marriott International and Hilton provide interesting use cases for how creating a compelling employee experience has gone beyond HR to become a key business initiative requiring a strong partnership between HR, IT, Marketing, Customer Experience, and Workforce Transformation. These type of partnerships are now starting to yield significant business results for these companies. Read about the key lessons learned from these top brands on their journey to create a best-in-class employee and candidate experience.
New Talent Trends Quarterly Report from Randstad Sourceright
Get the latest from Randstad's quarterly report (Q2, 2018) on how to navigate the talent experience based on more than 800 talent leaders in 17 countries. Learn how employers across the globe are making new technology investments to improve candidate experience. Interesting to note, while many companies believe they have invested sufficiently in employer brand initiatives, only 56% of the companies reported they conduct feedback surveys. Randstad also offers a tool to find out how your company's employer brand, candidate experience and workplace technology stack up. Take their Talent Experience Fitness Test.
Talent Experience Chatbot in Action - Sutherland Case Study
Kelly Culler, Sutherland's VP of Global Talent Attraction, talks about how and why Sutherland implemented and developed a recruiting chatbot, named Tasha, to help them improve their candidate experience. Launched in early 2017, Tasha has already been a strong success story for Sutherland. For example their once 80% drop-off conversion rate is down in the 60% range in under a few months after an intervention was made, and Kelly’s team expects it to keep falling. It might not be easy or comfortable to implement such a new technology so soon, but getting on the chatbot trend early can give your team a major competitive advantage.
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