Hiring great people isn’t just about filling seats—it’s about creating a process that makes candidates feel seen, valued, and excited about your company. I learned
It may be the worst candidate market since the Great Recession and Covid-19, but sustained incremental process improvements with timely and consistent communication and feedback loops always make the biggest candidate experience differences every year.
Picture this: A talented candidate applies for a role at your company, excited about the opportunity. They submit their application, ace the interview, but then…
Picture this: You’re an HR manager juggling dozens of open roles, sifting through resumes, and trying to keep candidates excited about your company. Sound familiar?
Employers have to figure out how to use AI in selection ethically, with compliance guardrails and “brakes” in place, and work with their vendors to help ensure that selection bias is reduced as much as possible.
A few years ago, I was scrolling through Glassdoor, trying to figure out if a company I was interviewing with was worth my time. The
Picture this: you’re sipping coffee in the break room, overhearing grumbles about unclear goals or lack of recognition. You sense your team’s morale dipping, but
Each year, the CandE Benchmark Research Program collects case studies from CandE Winners. This CandE Case Study was from Syneos Health.
In the end, we’re constantly re-recruiting to retain team members, hiring managers and all, and re-recruiting to retain should be TA’s job.
Let’s be real: keeping your team motivated is tough. A paycheck only goes so far these days. Employees want to feel valued, not just paid.
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