Welcome to our 2015 in Review blog series. In part three of our four part series we take a look back at some of the talent acquisition and hiring trends discussed in 2015, with today's topic focusing on the candidate experience. In the last part we'll take a look at the various hiring, talent acquisition, and other trends that influenced our topics of discussion in 2015.
2015 may not be remembered as the year the candidate experience evolved, but that doesn't mean it wasn't a pivotal step towards a new type of candidate experience. With more information and a greater understanding of what candidates want, organizations can begin to build their hiring processes around what would be most attractive for candidates. That's a good thing, because the way candidates leave their feedback is becoming more public than ever thanks to social media, online work forums, and review sites. Of course, because candidates can leave feedback (either positive or negative), you have even more information to help build a better candidate experience with.
Below are some of the different articles we wrote in discussion about the candidate experience this year, ranging from the various sources to find candidates (and where they're trying to find you), to breaking down what candidates do and don't want in an experience.
3 Tiers of Talent Acquisition Recruiting Sources: There are three talent acquisition sources - traditional, internet, and person-to-person - but what are the pros and cons of each, and how do they influence a hiring experience? We took an in depth look at all three to answer these questions.
9 Statistics Behind What Applicants Want in a Candidate Experience: What do your applicants want, and how badly do they want it? We took a look at key statistics to find out exactly what makes a good candidate experience.
6 Statistics Behind Poor Candidate Experiences: Just like the article above, but from the opposite perspective - what should you absolutely avoid in your candidate experience?
4 Must-Use Methods to Measure the Candidate Experience: How can you get a holistic view of your candidate experience? We took a look at four methods that, when used together, can provide just that.
Boost Your Candidate Experience with Data Analytics: Data analytics can provide countless valuable insights, but in this post we focused specifically at how your candidate experience can be improved with data analytics.
You vs Your Candidate Experience: It's easy to think you know everything there is to know about your candidate experience, but how does that compare to what your candidates think of it? In this post we explored how companies often confuse the candidate experiences they think their candidates want with the ones their applicants are actually hoping to get.
4 Critical Areas You Need to Know When Measuring Your Candidate Experience: What do you know about your candidate experience, and how should you be measuring it? We took a look at four key areas to learn about and keep in mind when measuring your job applicants experiences.
Don't Fear Giving Job Candidates Bad News: We all hate getting bad news...except for your job candidates. Turns out they are actually hoping for bad news when it's appropriate.
Have Your Job Candidates Meet You Where They're Looking Hardest: Your job candidates want to find you...but do you know where they're looking for you? Find out how candidates are finding out about their next job opportunity - and what you can do to meet htme there.
Topics: Talent Selection Ideas