The Candidate Experience (Reprise)

This is a reposting of links to three articles on the topic of The Candidate Experience. Yes, it does start with Part 3, but if you read it first you will understand why. The reason for writing these three posts was to raise awareness for some problems with the recruiting process, causes and solutions. Comments are welcome.

The Candidate Experience – Part 3: Transition to Employee – Before delving into the guts of the issue, why is the candidate experience important in the first place? The answer: Because it is failing! I would like to quote statistical evidence to support this statement, but you only have to listen to the outcry from job seekers to know anecdotally that something is wrong. It is not surprising that the numbers are hard to pin down. In a CareerXroads survey presented by Gerry Crispin in 2010 only 5% of those surveyed had looked at a sampling of all candidates and only a little more than half, 59.3%, conducted focus groups of new hires. – more –

The Candidate Experience – Part 1: Sourcing and the Thrill of the Chase – Quite appropriately, this episode in the Candidate Wars trilogy is the search for the ideal candidate whose skills appear to match the job requirements for the job of Luke’s father. As we learned from Lucas’ classic tale, the apparent technological genius Anakin (He did possess the highest Midi-chlorian count ever recorded…Source: Wookiepedia) was temperamentally unsuited for the job of Jedi and was ultimately too easily seduced by the Dark Side. Clearly, a very bad hire! – more –

The Candidate Experience – Part 2: People Interacting with People – Finally, we take a look at the details of the recruiting and hiring phase of the experience. It is this element that is most often discussed by employers and candidates because it is the area that is the most visible.  So much has been said that is difficult to take an entirely new perspective. After establishing clear goals and formulating the best plan, why does the candidate experience suffer? – more –