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 your candidate experience can make a contribution to your staffing process improvement.
A group of us (Gerry Crispin, Mark Mehler, Elaine Orler, and more) have recently written a monograph on teh Candidate Experience that raises the level of visibility and dialogue on the topic. I have been interviewing people and blogging about it for over a year.
Here is an example of what people have to say.
Read the monograph. Scan my Candidate Experience blogs and view my interviews. Then, enter the dialogue.
See me in San Diego @ERE to be part of the exchange.
Excellent Joe. I hope you will add to your interviews there. I would be particularly interested in what delegates to ERE from other countries might make of or describe as good to poor candidate experience in their cultures and whether they believe candidate expectations would be different than those you've found in sample surveys here.
I would also note today is the last day a survey I'm part of will be up where we are asking about interest and criteria for an award this subject http://svy.mk/icK9Ys