The candidate experience is a growing priority. Between 2013 and 2014, organizations increased their amount of focus on building strong relationships with candidates by more than five times. But the Aberdeen Group opines in their recent report, “Why the Candidate Experience Needs to be a Priority ASAP,” organizations still need to up their ante. No matter the industry, a candidate’s application experience should be a top priority simply because their perceptions of the process (whether they get the job or not) can have a serious impact on an organization’s brand, customers, and success. In this hyper-connected age of social media, it can take only one voice to significantly damage a big brand… The importance of the candidate experience is not lost on Best-in-Class organizations. These companies are 30% more likely to invest in new technologies such as social, mobile and video to make recruiting engaging for candidates, in comparison with all other organizations (60% vs. 46%).
A few weeks ago, I had the chance to attend the Great Place to Work conference in Dallas. It’s a terrific event that companies should check out – regardless of whether your organization aspires to be on . And here’s why:
Scott Scherr, the CEO of Ultimate Software, is clear on the kind of employee he wants at his business software firm. Scherr, a sports fan who has had basketball legend Pat Riley speak to his employees and customers, is looking for “A players” only.