{"id":5745,"date":"2014-09-02T15:56:24","date_gmt":"2014-09-02T14:56:24","guid":{"rendered":"http:\/\/www.viasto.com\/en\/?post_type=post&p=5745"},"modified":"2020-01-30T10:17:52","modified_gmt":"2020-01-30T08:17:52","slug":"candidate-experience-question-honour","status":"publish","type":"post","link":"https:\/\/www.viasto.com\/en\/blog\/candidate-experience-question-honour\/","title":{"rendered":"Candidate Experience – a question of honour"},"content":{"rendered":"

The ebook Series \u201cThe Tru Files\u201d from Kelly Services<\/a> in cooperation with Bill Boorman<\/a> collects insights and impulses from the tru events\u2019 participants. In this guest article, Anke Thielemann from Kelly Services summarises the latest insights into candidate experience and gives 6 tipps.<\/p>\n

<\/p>\n

About #tru
\n<\/span><\/h5>\n

#tru is a series of so-called \u201cuncoferences\u201d, in which HR decision makers, bloggers and first movers within the HR world discuss about recent and future trends and developments in HR. Other than in normal conferences, there are no name tags, no presentations. The concept includes discussions on eye-level rather than long presentations or slide shows. The events has already proved to be a success in many countries in the United States, Europe or Asia. The numbers speak for themselves: 48 Events, 8000 participants and 10 great ideas.<\/p>\n

Candidate experience – a major buzzword but still neglected
\n<\/span><\/h5>\n

The latest edition is getting into details with the topic candidate experience. Nevertheless this topic seems to be what everyone is taking about, still to many organisations don\u2019t seem to worry enough about what their candidates really experience. We think: this needn\u2019t and shouldn\u2019t be the case!<\/p>\n

For example: It\u2019s frustrating when candidates have to fill in endless questionnaires in addition when they simply want to upload their CV into a talent management system. And it even gets to the point where it becomes disappointing, when then, after this frustrating exercise of answering all these written questions, no reaction follows and candidates are not hearing back from organisations in month. They may not even know that their application was transmitted at all. In an even worse case, the application process may kick off in the first place, the candidates is invited to three, four interviews (and therefore invests a lot of time) and then never gets a single word of feedback, not even the information that he is not longer considered in the process. This leads to bad feelings, frustration and anger on the candidate\u2019s side. Some candidates may even go to the length of cancelling their application and putting this organisation on their blacklist.<\/p>\n

6 tips for a better candidate experience<\/span><\/h5>\n

All this can be avoided. There are effective steps to be taken with which companies can optimise and boost their candidates\u2019 experience: with a mixture of process optimisation, automatism efforts and simply common sense. We want to give you six fundamental guidelines on how to better interact with your candidates:<\/p>\n

    \n
  1. Concentrate on less, but better fitting candidates.<\/li>\n
  2. Evaluate your application process for all your candidates – even, or especially, for those that were not successful. Asking only those you were successful might give you an distorted and incomplete picture. A complete evaluation becomes possible by realising an evaluation that randomly pics candidates at different stages of your recruiting process.<\/li>\n
  3. The hiring managers have to communicate with the candidates as well and this is especially true for those being in the inner selection. The extent to which the candidates are satisfied and happy with the process is a direct result of the extent to which the hiring managers are involved.<\/li>\n
  4. Learn from your customer management. Candidates should be considered as and treated like clients. So why not integrate your customer management into the process of engaging with your candidates?<\/li>\n
  5. Offer added value to your candidates by e.g. giving them the chance to attend webinars.<\/li>\n
  6. Consider all applicants as part of your talent network. Some candidates may be the perfect match to a future vacancy, even if you\u2019ve refused them now.<\/li>\n<\/ol>\n
    Enthusing tomorrow’s talents
    \n<\/span><\/h5>\n

    No one said optimising your candidate experience is an easy task, but it\u2019s definitely worth it! Even today, you have the chance to fill tomorrow\u2019s talent pool by listening to your candidates and treating them with true interest and respect.<\/p>\n","protected":false},"excerpt":{"rendered":"

    The ebook Series \u201cThe Tru Files\u201d from Kelly Services in cooperation with Bill Boorman collects insights and impulses from the tru events\u2019 participants. In this guest article, Anke Thielemann from Kelly Services summarises the latest insights into candidate experience and gives 6 tipps.<\/p>\n","protected":false},"author":10,"featured_media":7448,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[11],"tags":[],"yoast_head":"\nCandidate experience - best practices - video interviews | viasto<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.viasto.com\/en\/blog\/candidate-experience-question-honour\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Candidate experience - best practices - video interviews | viasto\" \/>\n<meta property=\"og:description\" content=\"The ebook Series \u201cThe Tru Files\u201d from Kelly Services in cooperation with Bill Boorman collects insights and impulses from the tru events\u2019 participants. In this guest article, Anke Thielemann from Kelly Services summarises the latest insights into candidate experience and gives 6 tipps.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.viasto.com\/en\/blog\/candidate-experience-question-honour\/\" \/>\n<meta property=\"og:site_name\" content=\"interview suite\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/viasto\/\" \/>\n<meta property=\"article:published_time\" content=\"2014-09-02T14:56:24+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2020-01-30T08:17:52+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.viasto.com\/en\/wp-content\/uploads\/2014\/09\/image12.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"800\" \/>\n\t<meta property=\"og:image:height\" content=\"533\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@viasto\" \/>\n<meta name=\"twitter:site\" content=\"@viasto\" \/>\n<!-- \/ Yoast SEO plugin. -->","_links":{"self":[{"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/posts\/5745"}],"collection":[{"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/comments?post=5745"}],"version-history":[{"count":1,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/posts\/5745\/revisions"}],"predecessor-version":[{"id":14839,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/posts\/5745\/revisions\/14839"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/media\/7448"}],"wp:attachment":[{"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/media?parent=5745"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/categories?post=5745"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.viasto.com\/en\/wp-json\/wp\/v2\/tags?post=5745"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}