The Magic Formula
“It’s not like I need their job. If it takes them a week to respond to a resume like mine for a job of this importance, they’re not the kind of company I want to work for. I move fast, and I can already see that my style wouldn’t fit their culture.” – Anonymous Candidate
I came across this quote in an article from Dr. John Sullivan on ERE.net a few weeks back. I was struck by how perfectly it encapsulates the affect a poor candidate experience can have on an organization’s recruiting efforts, so much so that I decided to include it in our slides for last week’s Formula for a Great Candidate Experience webinar.
While responding to candidates in a timely fashion is an important part of the candidate experience, it’s still only one part. To truly improve the full experience, employers need to take a look at all aspects of their talent acquisition and recruiting efforts. In this webinar, two of the preeminent thought leaders on the subject – Pepsi’s Chris Hoyt and Elaine Orler from the Talent Board – dig into all the ingredients an organization needs to consider when looking to improve the candidate experience.
If you weren’t able to tune in live, check out the video below for the full presentation.
As candidate experience is central to everything we do here at Jibe, it was a no-brainer for Jibe to be involved in this webinar. We also didn’t have to think twice about signing on again as a sponsor of this year’s Candidate Experience Awards (the CandEs), put on by the Talent Board. If you’re unfamiliar with the CandEs, I encourage to check them out and get involved.
Because more than you may even think, experience matters.