{"id":31853,"date":"2010-02-17T10:18:20","date_gmt":"2010-02-17T10:18:20","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=31853"},"modified":"2010-02-10T12:18:35","modified_gmt":"2010-02-10T12:18:35","slug":"candidate-experience","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/candidate-experience\/","title":{"rendered":"A Closer Look at the Candidate Experience"},"content":{"rendered":"<p><br class=\"spacer_\" \/><\/p>\n<div class=\"pqRight\"><a href=\"https:\/\/www.corporate-eye.com\/main\/wp-content\/uploads\/2010\/02\/Black-Hole.jpg\"><img decoding=\"async\" class=\"alignnone size-medium wp-image-31855 lazyload\" title=\"Black Hole\" data-src=\"https:\/\/www.corporate-eye.com\/main\/wp-content\/uploads\/2010\/02\/Black-Hole-300x199.jpg\" alt=\"Black Hole\" width=\"250\" height=\"149\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 250px; --smush-placeholder-aspect-ratio: 250\/149;\" \/><\/a><\/div>\n<p>\u201cImproving the candidate experience\u201d is a frequently used phrase.\u00a0 But\u2014who\u2019s really doing it, and how?<\/p>\n<p>I was motivated to look into this question more closely by this \u00a0comment on a recent post that discussed <a href=\"..\/..\/..\/..\/..\/2010\/01\/by-the-numbers-the-psychology-of-unemployment\/#comments\">some psychological aspects of unemployment<\/a>:\u00a0 \u201cI am currently \u2018in transition\u2019 and can tell you that the suggestions you made would go a long way in making job seekers feel as though there is a light at the end of the tunnel.\u201d<\/p>\n<p>The suggestions? \u00a0Offer encouraging messages and helpful advice on the Careers website; communicate with candidates; send rejection letters\u2014and make them nicer; give every candidate a fair shake, even if they are not \u201cpassive.\u201d\u00a0 Those steps seem like common courtesy <em>and<\/em> common sense.<\/p>\n<p>So I decided to check out what the experts are saying on this topic, and what I found was very interesting.\u00a0 Most presentations and posts on this topic relate to increasing social networking and improving functionality.\u00a0 Generally, the advice is about technology 2.0\u00a0 rather human interactions.<\/p>\n<p>If you haven\u2019t seen <em>Improving the Candidate Experience<\/em>, a 2009 presentation by consultant Elaine Oursler, <a href=\"http:\/\/www.slideshare.net\/beeshields\/improving-the-candidate-experience\">catch it now on SlideShare<\/a>.\u00a0 \u00a0It\u2019s an excellent overview, and offers some good insights.\u00a0 But only one slide (out of 28) is focused on how the candidate is actually treated. Slide 13, \u201cSeven Ways to Build a Better Relationships Today,\u201d includes these important points:<\/p>\n<ul>\n<li>Remember the golden rule:\u00a0 Treat every candidate the way THEY WANT to be treated. <\/li>\n<li>Avoid the \u201cblack hole\u201d syndrome:\u00a0 No matter how many resumes you receive, acknowledge the receipt of a person\u2019s resume or job application. <\/li>\n<li>Use technology for what it does best:\u00a0 Give the candidates what they want most \u2013 timely feedback. Use email for frequent, short communication. <\/li>\n<li>Recognize that small things lead to big impressions: Be attuned to professional details. <\/li>\n<\/ul>\n<p>Are companies doing these things?\u00a0 Most are not avoiding the black hole syndrome, apparently.\u00a0 In a recent story titled <a href=\"http:\/\/online.wsj.com\/article\/SB10001424052748703808904575025250789355156.html?mod=WSJ_PersonalFinance_CareerJournal\">Lifting the Curtain on the Hiring Process<\/a>, Wall Street Journal Online reports:\u00a0 \u201cJob hunters should expect to wait anywhere from a few days to several weeks before receiving a response to an application, if at all. A recent survey of 56 companies with at least 500 employees found that just 27% have a formal process to decline every external candidate they consider for an opening, reports CareerXroads, a human-resources consulting firm in Princeton, N.J.\u201d<\/p>\n<p>And speaking of CareerXroads, since 2002 they have been conducting an annual \u201cMystery Job Seeker\u201d investigation, which regularly reveals unfortunate truths about the candidate experience. <a href=\"http:\/\/www.careerxroads.com\/news\/articles.asp\">Have a look at their reports.<\/a> On a more positive view, see Leslie Stevens\u2019s 2008 article <a href=\"http:\/\/www.ere.net\/2008\/07\/15\/3322\/\">Improve the Candidate Experience<\/a>, which features a nice case study on efforts at Whirlpool.<\/p>\n<p>Finally\u2014check out Kevin Wheeler\u2019s prescription for <a href=\"http:\/\/www.ere.net\/2009\/07\/16\/using-career-sites-to-create-a-positive-candidate-experience\/\">Using Career Sites to Create a Positive Candidate Experience<\/a>.\u00a0 Though not focused on human interactions, the article offers some good suggestions for engaging candidates through blogs, webinars, and even contests.\u00a0 Plus this idea for personalizing content:<\/p>\n<p style=\"padding-left: 30px;\"><strong>Make the site adapt to the candidate\u2019s needs<\/strong>. Build in choices so that candidates who are analytical can get data, facts, and charts while those candidates who are more verbal get similar information in text or pictures. Creating various forms of the same content is a clever and effective way of adding what seems to the candidates a personal touch to the website.<\/p>\n<p><em>Takeaway:<\/em><strong><em> <\/em><\/strong>Technology can only go a little of the way toward making human resources more humane.\u00a0 In the final analysis, it\u2019s the attitude of the company&#8211;from top leadership right down to resume screeners&#8211;that creates a positive (or negative) candidate experience.<\/p>\n<p><br class=\"spacer_\" \/><\/p>\n<p>(Thanks to <a href=\"http:\/\/www.flickr.com\/photos\/lautsu\/2391996885\/\">lautsu<\/a> for providing the impressionistic &#8220;black hole.&#8221;)<\/p>\n<p><strong><br \/>\n <\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u201cImproving the candidate experience\u201d is a frequently used phrase.\u00a0 But\u2014who\u2019s really doing it, and how? I was motivated to look into this question more closely by this \u00a0comment on a recent post that discussed some psychological aspects of unemployment:\u00a0 \u201cI am currently \u2018in transition\u2019 and can tell you that the suggestions you made would go [&hellip;]<\/p>\n","protected":false},"author":10,"featured_media":31855,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25,6147],"tags":[6162,2931,41],"class_list":{"0":"post-31853","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"category-featured-careers","10":"tag-candidate-experience","11":"tag-corporate-recruiting","12":"tag-corporate-website","13":"entry"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>A Closer Look at the Candidate Experience - Corporate Eye<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.corporate-eye.com\/main\/candidate-experience\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"A Closer Look at the Candidate Experience - Corporate Eye\" \/>\n<meta property=\"og:description\" content=\"\u201cImproving the candidate experience\u201d is a frequently used phrase.\u00a0 But\u2014who\u2019s really doing it, and how? 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