Comments - The Candidate Experience - RecruitingBlogs2024-03-29T02:13:29Zhttps://recruitingblogs.com/profiles/comment/feed?attachedTo=502551%3ABlogPost%3A1786975&xn_auth=noAwesome post Pam. While I get…tag:recruitingblogs.com,2014-02-06:502551:Comment:17876132014-02-06T16:36:28.822ZTim Spagnolahttps://recruitingblogs.com/profile/TimSpagnola
Awesome post Pam. While I get in theory, I feel it is a concept that gets lost in reality from a practical sense. I appreciate you adding your voice to the on-going conversation.
Awesome post Pam. While I get in theory, I feel it is a concept that gets lost in reality from a practical sense. I appreciate you adding your voice to the on-going conversation. Pam, it seems like you're a h…tag:recruitingblogs.com,2014-02-06:502551:Comment:17873542014-02-06T10:47:03.135ZRecruiting Animalhttps://recruitingblogs.com/profile/canadianheadhunter
<p>Pam, it seems like you're a headhunter. And, if so, the candidate experience that everyone is talking about doesn't concern you. It's really an issue for corporate recruiters who get hundreds or thousands of resumes. Applicants send in a resume and never hear back from the company at all so they don't know where they stand. I imagine that, sometimes, even people who are interviewed and rejected are not kept in the loop so they, too, are left in limbo but, everything I've read about Candidate…</p>
<p>Pam, it seems like you're a headhunter. And, if so, the candidate experience that everyone is talking about doesn't concern you. It's really an issue for corporate recruiters who get hundreds or thousands of resumes. Applicants send in a resume and never hear back from the company at all so they don't know where they stand. I imagine that, sometimes, even people who are interviewed and rejected are not kept in the loop so they, too, are left in limbo but, everything I've read about Candidate Experience really has to do with sending in a resume and never being told where you stand. Headhunters don't usually have to manage a huge number of resumes and while they might have difficulty giving feedback to candidates, they don't usually ignore them once they are in process.</p> Thanks Ryan!
tag:recruitingblogs.com,2014-02-05:502551:Comment:17869922014-02-05T21:35:37.795ZPam Sissonhttps://recruitingblogs.com/profile/PamSisson
<p>Thanks Ryan!</p>
<p></p>
<p>Thanks Ryan!</p>
<p></p> Pam - I love this post and s…tag:recruitingblogs.com,2014-02-05:502551:Comment:17872142014-02-05T20:21:29.828ZRyan Learyhttps://recruitingblogs.com/profile/RyanLeary
<p>Pam - I love this post and shared it out. Great points. Strong enough to make "candidate experience" junkies think twice...</p>
<p>Pam - I love this post and shared it out. Great points. Strong enough to make "candidate experience" junkies think twice...</p> Thanks, Pam.
"Candidate Exper…tag:recruitingblogs.com,2014-02-05:502551:Comment:17870282014-02-05T20:10:37.061ZKeith D. Halperinhttps://recruitingblogs.com/profile/KeithDHalperin
<p>Thanks, Pam.</p>
<p>"Candidate Experience"? What a ******* joke!</p>
<p>Nobody in charge cares- they don't have to. Either they didn't have to wade through the usual sea of **** to get hired, or they regard it as some sort of a perverse right of passage or hazing ritual.</p>
<p>If a company wanted to, they could pay a little over $2.00/hr for an offshore "Virtual Candidate Care Assistant" to make sure each and every candidate had a professional (if not actually pleasant) application…</p>
<p>Thanks, Pam.</p>
<p>"Candidate Experience"? What a ******* joke!</p>
<p>Nobody in charge cares- they don't have to. Either they didn't have to wade through the usual sea of **** to get hired, or they regard it as some sort of a perverse right of passage or hazing ritual.</p>
<p>If a company wanted to, they could pay a little over $2.00/hr for an offshore "Virtual Candidate Care Assistant" to make sure each and every candidate had a professional (if not actually pleasant) application experience, while simultaneously keeping us free to do our jobs.The fact that no one seems to have done this says a great deal to me. (I am sometimes answered with, "who do you think you are to tell what should be done?")</p>
<p>It strikes me as pathetic that the most action that has done is an *annual survey and contest among willing participants to see who will be awarded for doing what every company should do as a matter of course. (Imagine a survey and prize for not dumping toxic waste, or for not breaking any wage-and hour laws.) I have heard of no firm plans discussed to strengthen the effectiveness of this, or to go after the worst (non-participating) offenders. I recognize that change (particularly in Corporate America happens slowly), but I've no information that anything more significant in this direction is planned.)</p>
<p>No Cheers,</p>
<p>Keith</p>
<p></p>
<p>*I say that as someone who worked to finalize questions in the survey. There are firms there that are sincerely working to measure how they're doing so as to improve it, and I commend them.</p> LOL Amy - love the boyfriend…tag:recruitingblogs.com,2014-02-05:502551:Comment:17871132014-02-05T19:11:20.791ZPam Sissonhttps://recruitingblogs.com/profile/PamSisson
<p>LOL Amy - love the boyfriend analogy.</p>
<p>Thanks Matt!</p>
<p>LOL Amy - love the boyfriend analogy.</p>
<p>Thanks Matt!</p> I love this post. Another are…tag:recruitingblogs.com,2014-02-05:502551:Comment:17866972014-02-05T18:50:58.183ZAmy Ala Millerhttps://recruitingblogs.com/profile/AmyAla
<p>I love this post. Another area where recruiting really is like dating - hey you're a nice guy and all but me and you, it's not going to work out. Sorry, I just handed you a Shitty Boyfriend Experience. Oops.</p>
<p>The sooner we realize we're in the business of 95% rejection, the better off we'll all be. There's no excuse for being a jerk, but honesty (and transparency) is nearly always the best way to go.</p>
<p>I love this post. Another area where recruiting really is like dating - hey you're a nice guy and all but me and you, it's not going to work out. Sorry, I just handed you a Shitty Boyfriend Experience. Oops.</p>
<p>The sooner we realize we're in the business of 95% rejection, the better off we'll all be. There's no excuse for being a jerk, but honesty (and transparency) is nearly always the best way to go.</p> @Pam: Thanks for an awesome p…tag:recruitingblogs.com,2014-02-05:502551:Comment:17870162014-02-05T18:46:49.021ZMatt Charneyhttps://recruitingblogs.com/profile/MattCharney
<p>@Pam: Thanks for an awesome post. I think you hit the nail on the head here - unfortunately, candidate experience isn't a new concept or conversation, but as much attention and talk as this topic gets, nothing has really changed all that much for the average job seeker - or recruiter. I've always thought, to your point, candidate experience is kind of a misnomer, because everyone who's actually a candidate (as in still in process and viable) tends to have pretty good experiences. It's…</p>
<p>@Pam: Thanks for an awesome post. I think you hit the nail on the head here - unfortunately, candidate experience isn't a new concept or conversation, but as much attention and talk as this topic gets, nothing has really changed all that much for the average job seeker - or recruiter. I've always thought, to your point, candidate experience is kind of a misnomer, because everyone who's actually a candidate (as in still in process and viable) tends to have pretty good experiences. It's applicant experience that's the problem, and I think if you're not minimally qualified or even tangentially experienced for a job you apply for, then you don't qualify as a candidate and don't deserve anything other than maybe a perfunctory notice when a position is filled.</p>
<p>Looking forward to seeing more great posts like this from you - appreciate your perspective!</p>
<p>Matt</p>