Bite sized modules and a handy toolkit to improve interview experience.
Browse all articles from Survale and the CandE Benchmark Research Program in one place.
Are humans making the final hiring decisions? This last question isn’t rhetorical; it’s literally at the existential core of what’s fundamentally changing about recruiting and hiring. For humans – HR, recruiters, hiring managers, and candidates – that’s not a good thing.
What happens when all the professional candidates are super-qualified? Employers have to default to old-fashioned human sourcing, screening, and interviewing, which may not be a bad thing overall in the age of dehumanizing AI escalation.
These poor interview-experience ripple effects that happen within hiring teams and companies lose strong candidates again and again – and potential referrals – even from those who don’t get the final offers. Mandatory interview training leads to fair and positive ripple effects on your recruiting and hiring, and ultimately your business.
Take our brief quiz and see for yourself — 10 yes-or-no questions based on our CandE Methodology and our new EmployE Benchmark Research Program. Take it and we’ll let you know how you score and what it means.
If there’s one piece of career advice that I’ve heard again and again from TA leaders around the world – network, network, network. Get introduced and make connections with the individuals working at the companies you’re interested in. That’s harder when you’re just starting out, but you need to start nonetheless. Ask for help but avoid the recruiting scams.
Take our brief quiz and see for yourself — 10 yes-or-no questions based on 15 years of our CandE Benchmark Research. Take it and we’ll let you know how you score and what it means.
But the preference of AI or human when they are being considered in the final interview-to-offer stages across job types, in any market, especially this one today, is whatever gets them there.
The more nurturing and engagement that occurs prior to their start date, the greater opportunity to improve new hire retention from the beginning, at least in the short run, and to build the sturdy bridges from candidate to employee experience.
If you want to compare your recruiting and hiring experiences against companies big and small across industries, leave the benchmarking to us. No need for survey fatigue.
That’s where benchmarking pays off – for both candidate experience and employee experience – understanding how you stack up against other employers big and small across industries. That’s why candidate and employee experience benchmarking should be critical business priorities.
If you want to improve their candidate experience and reduce overall negative sentiment at the point of application, then you should turn those dials to highly responsive.
Employers big and small across industries don’t “owe” candidates anything, but again, they can and should communicate consistently across the candidate journey.
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