I hear you all in the backseat. Your eager voices echoing like children on a family road trip to Mount Rushmore or Washington D.C.
“Are we there, yet?”
No, not yet. But I promise we’re getting…closer.
I know our last stop in the realm of bad candidate experiences was difficult at times, but it was crucial in order to overhaul and reshape the candidate experience.
So with Bad Candidate Experience-ville fixed in our rear view mirror, let’s set our sights toward a new horizon, one dotted with the shiny skyscrapers worth gasping over — the companies whose candidate experiences are at the heart of their success. Simply said, now that we know what a good candidate experience is not, it’s time to learn what a good candidate experience is.
Before we can reach our terminus of enlightenment for the “ultimate candidate experience,” our pilgrimage requires a pit-stop in the land of the bad, the depraved and the nefarious. Here we will leap into the turbulent waters of long and complicated job applications, and pore over characteristics of candidate experiences so awful that people spread the word like tent-revival evangelists.
Don’t worry, we won’t stay here long. No, our final destination is far from this land.
Our purpose here is simple. In order to overhaul the way candidates interact with your company, you must first understand what a great candidate experience is NOT. This means examining the recruiting process through an applicant’s eyes and thinking about his or her experience above everything else.
Take a moment and think back to the last time you looked for a job. The last time you navigated a company’s career site. The last time you filled out an application and waited patiently for a response. (Okay, maybe you weren’t that patient).
How was the experience? Do you remember feeling frustrated or lost? Could you pinpoint the company’s career page? Did the application have more blanks than a Wheel of Fortune Bonus Puzzle without “RSTLNE” or more instructions than the board game “Risky Settlers Knights and Allies of the Lords’ Dominions of Earth: Pandemic Edition?”
Positive or negative, a candidate’s perception of a company can change based on the application and recruiting process. As recruiters, we can no longer ignore the candidate experience or treat it as an afterthought.
The new year is officially underway and the signs are everywhere.
There’s a signup sheet for treadmills at the gym, the produce aisle at your supermarket is bustling with people buying kale and other vegetables and your friends have all informed you they are quitting Facebook – “like for real,” this time.
Whether or not you are still committed to your New Year’s resolutions (hopefully you are), Zoho Recruit wants you to know it’s never too late to set and work toward achieving your professional goals in 2015.
So with that in mind, lets look at a few ways you can up your recruiting game in the coming year!
Remember the days of writing a letter to Santa Claus? When you’d sit down with your computer or pen and paper and make a list of everything you wanted for Christmas.
Kids all over the world send letters to Santa ever year. In 2013, the Universal Postal Union expected to receive more than seven million letters from 192 countries addressed to Santa (or his cultural equivalents). That’s a lot of mail for one man.
As an adult the days of writing to Santa but that doesn’t mean you stop wishing. It just means those wish lists are more…practical.
After three great user conferences focusing on developers, sales and marketing and productivity and collaboration, it’s time to start preparing for our fourth installment of Zoholics for 2014.
Zoholics Finance and HR will take place November 6-7 at our headquarters in Pleasanton, California and will focus on five powerful Zoho applications — Books, Invoice, Recruit, People and Connect — and how you can use them to accomplish your daily tasks.
Sign up for Zoholics Finance and HR today and take full advantage of the following:
For 14 years, eHarmony founder and CEO has stood against a white backdrop on our television screens to discuss compatibility.
And while his white hair, suit, and glasses make him look a little more like Orville Redenbacher than a matchmaker, the proof is, well…in the wedding cake.
Since its inception in August of 2000, eHarmony has yielded 600,000 marriages with a divorce rate of only 3.8 percent – a fraction compared to the national average.
So what’s eHarmony’s next move? Matchmaking in the career space.
When eHarmony launches Elevated Careers this December, matching candidates with companies will be like finding soul mates. And like any serious relationship or marriage, Warren wants people to find companies they connect with on multiple levels. He wants candidates to find companies they will stay with for years to come.