The candidate experience

After working away last night I finished the draft on my presentation for tomorrow morning. My plan is to look at online recruitment from the candidate’s persective. I have pulled together information from several sources including myslef, CareerXRoads, Andrew Marritt, Joel Chessman, Recruiting RoundTable, Dub Dubs, Regina Miller, all who I thank up front.

This morning I go to catch up on a couple of emails and notice the John Sumser from ERN is covering a similar topic in the latest Interbiznet articles, entitled Basics & Basics II. This is a good thing cause it means that I am on the right track.

My presentation is going to introduce that the experience a candidate has before they are hired directly influences the quality of the hire, essentailly the good ones will not apply or pull out part way through if they do not have a good experience. I will then bring in some of the trends from both a HR practice and technology point of view that I see are driving the growth in corporate career site usage. This will highlight the corporate careers site (and of course the back end ATS) is the first and primary interface a candidate has with an organisation before they are hired. Now for the practical take aways. I plan to run through some of the best and worst experiences of a candidate, referencing the CareerXRoads report on the Fortune 500. Then provide a quick 10 point summary (with a bonus one) on specific actions a recruiter from any sized organisation can start implementing today to improve how they approach online recruitment, based on this post.

All in 15 minutes, I know too much but at least the participants will be able to download the presentation afterwards.