Candidate Experience News, Resources & Events

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.

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. 

And when you want to ask for candidate, recruiter, and hiring manager feedback before, during, and after you make all that hiring magic, you know where to come.

TA teams that are investing in timely and consistent communication and feedback loops with their people, processes, and technologies are boosting the candidate experience buzz and business impacts.

Benchmarking your candidate experience feedback will ultimately provide you with recruiting competitive advantages and clear business impacts.

And because the overall candidate experience still sucks for too many, it may lead to an increase in candidate cheats. Creating applications to help candidates cheat isn’t the answer. 

All of these things make up the ROI of improving candidate experience, one we recommend you invest in today. 

Today, with all the job boards and ATS’s that offer functional mobile apply, we would assume that a much higher percentage of employers would offer it and a much higher percentage of hourly job seekers would use it.

There’s not a lot that talent acquisition teams can do beyond the personable and timely early disposition messaging, unless the candidates are getting screened and interviewed further. That’s why these regretting messages make all the difference in the end. 

They can provide the biggest competitive advantage for employers when it comes to ensuring rejected candidates will continue to engage their business and their brand.