The candidate experience is getting more attention.  It can be, yet always is a differentiator in the candidate's mind.  A recent quote from a candidate highlights this.  "You should talk to COMPETITOR, their process is terrible, this is cool."  The nature of the candidate experience left a differentaited and brand positive impression.

 

How are you thinking about your candidate experience?  More importantly, what are you doing to use it to your advantage.  Effort to improve…

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Conversations about realistic job preview are on the rise. In the past six months I have had an unusually high number of discussions with corporate talent leaders about methods to help the candidate make a more informed decision. I have even conducted a few video interviews for my blog on the topic. Why this interest in realistic job preview? Talent teams want to address a problem realistic job preview will not solve – to stop…

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Most companies do not measure and report the complete results of their staffing process outcomes.



With outcomes obscured by reporting in percentages and with blurred lines of accountability, companies miss out on better profits and competitive advantage from poorly measured staffing processes.



This white paper invites the reader to consider four forms of waste common to the staffing process.



What do you measure?



Joe…

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High volume hiring requires a smart process for smart recruiters:

1. My process conforms to the Uniform Guidelines on Employee Selection Procedures

2. Hiring specifications are created using a multi-method job analysis involving hiring managers and job-relevant SMEs

3. Success criteria are based upon performance modeling and time to proficiency metrics

3. The Virtual Job Tryout® delivers an engaging, Web 2.0 grounded objective candidate evaluation supported with a client… Continue