Showing posts with label candidate journey. Show all posts
Showing posts with label candidate journey. Show all posts
Wednesday, June 24, 2015
Tuesday, April 3, 2012
Top HR Topics in 2012
The first quarter of 2012 past. Three HR Topics facing HR professionals this year have all to do with Employer Branding.
The first one is recruitment related topic, candidate journeys/experience and concerns future and potential employees. Designing candidate experience in a way that it ensures recruiters’ responsiveness can help companies to differentiate themselves in a war for talent.
The second topic relates to performance management and concerns current employees. Key issues include employee conduct, performance improvement plans and strategies for dealing with a problem employee. Designing full-filling jobs with the right performance metrics can help companies to create meaningful customer relationships and outperform their competitors.
The third topic pertains to leaver journeys/experience which affects departing and ex-employees. Companies need to design outplacement processes in a way that emotions are well managed, feelings are compensated, and financial matters are taken care of. Other issues are strategies and tactics for dealing with any potential ex-employees negative feedback on employers’ review and ratings site.
The first one is recruitment related topic, candidate journeys/experience and concerns future and potential employees. Designing candidate experience in a way that it ensures recruiters’ responsiveness can help companies to differentiate themselves in a war for talent.
The second topic relates to performance management and concerns current employees. Key issues include employee conduct, performance improvement plans and strategies for dealing with a problem employee. Designing full-filling jobs with the right performance metrics can help companies to create meaningful customer relationships and outperform their competitors.
The third topic pertains to leaver journeys/experience which affects departing and ex-employees. Companies need to design outplacement processes in a way that emotions are well managed, feelings are compensated, and financial matters are taken care of. Other issues are strategies and tactics for dealing with any potential ex-employees negative feedback on employers’ review and ratings site.
Tuesday, January 4, 2011
Candidate Surveys
Does is then make sense to hear what your particular candidates actually have to say? Should you run candidate surveys to gather feedback on your particular hiring process?
When candidates comment on recruitment processes by various companies, they uniformly criticize a lack of communication on the recruiter side. Updates on applications are rare, feedback almost non-existent.
At the same time it seems to be obvious what needs to be done to improve the candidate experience in regards to all human (as opposed to technological) aspects of the recruitment process. Treating candidates well, providing status updates of the application, doing what has been said (“you hear back from us within two weeks”).
Running candidate surveys can be beneficial. With this tool, companies can get candidate feedback on their experience with the company’s career website, their perception on length and complexity of the application and selection process (rounds of interviews), turn-around time of hiring decision and offer making process.
When candidates comment on recruitment processes by various companies, they uniformly criticize a lack of communication on the recruiter side. Updates on applications are rare, feedback almost non-existent.
At the same time it seems to be obvious what needs to be done to improve the candidate experience in regards to all human (as opposed to technological) aspects of the recruitment process. Treating candidates well, providing status updates of the application, doing what has been said (“you hear back from us within two weeks”).
Running candidate surveys can be beneficial. With this tool, companies can get candidate feedback on their experience with the company’s career website, their perception on length and complexity of the application and selection process (rounds of interviews), turn-around time of hiring decision and offer making process.
Subscribe to:
Comments (Atom)