Tag Archives: candidate experience

Hyper-personalizing is the most effective no-cost way to impress candidates. It adds small personalized touches to make them feel special. Unfortunately, many recruiting organizations make candidates feel like they are “no more than a number” during down economic times. An alternative approach, that I call “hyper-personalized candidate actions,” can improve your chances of landing the hardest to hire candidates. This …

Within the recruiting function, marketing should be king, because when assessing recruiting processes, I almost always find that the foundation components that are most responsible for recruiting success all have a marketing focus. Rather than focusing on cutting costs or process-administration efficiency, recruitment leaders need to become data-driven marketing experts in order to fully understand how to attract, engage and …

Learn how to implement a white-glove treatment for those candidates who are exceptional and retain their longing for employment. In today’s extremely competitive recruiting marketplace, top candidates are much more likely to drop out or reject your offer if they don’t experience an exceptional candidate experience. Although the white glove treatment may cost more upfront, it has many benefits, including …

Learn more on how to improve your recruiting outcome and eliminate hiring delays that may occur. Organizations of all types and sizes continue to struggle to attract and hire top talent. It is becoming increasingly clear that unless you learn how to hire faster, you will continue to lose your most in-demand candidates. Top candidates drop out instantly as they …

At ERE San Diego 2019, Dr. John Sullivan presents on the emerging issue of candidate ghosting and what employers can do to prevent this costly issue.

This is wrong: you can easily track the progress of a $29 Amazon package of socks, but not your job application that you put numerous hours into. It appears that corporate recruiting leaders have no empathy for the tremendous anxiety levels experienced by applicants who are unnecessarily kept in the dark about their progress. Treat applicants as investors. On average …

Few realize that increasing your hiring speed often has the second-largest impact on hiring results (after referral hires). Most track time to fill, but few recruiting leaders calculate the high correlation between your hiring speed for top talent and their resulting on-the-job performance after they become a new hire. To put the relationship simply, slow hiring decisions mean that most …

As seen on ERE Media, November 27, 2017. Any firm in the Fortune 200 is likely rejecting half a million applicants each and every year. But unbeknownst to most recruiting leaders, their awkward and mostly unmanaged process for notifying applicants that they have been rejected is likely causing millions of dollars in damage to your firm’s product brand. This rejection …

If the customer is always king, then an applicant who is simultaneously your customer must also be treated like a king. If you recruit at a firm that has retail customers, I guarantee that you don’t know the answer to this important question: “Do you have data showing what percentage of your rejected job applicants are also your product customers?” Imagine …

As seen on Yello (March 31, 2017) by Tracy Kelly. HR industry thought leader and professor of management at San Francisco State University, Dr. John Sullivan, says the cost to candidate withdrawal is real; the lost investment is a drain on team resources. Your online application is too complicated Sullivan reports that at Fortune 500 firms, 9 out of ten …