Recruiting Should Prioritize Empathy, Transparency, and Genuine Human Connection
Congratulations to the 2026 CandE Winners for prioritizing empathy, transparency, and genuine human connection amidst modern recruiting challenges.
By The Way, We’re All Human
There were many super takeaways from this panel discussion. And when Adela Schoolderman reminded us all that candidates, by the way, are human, we all concurred.
Manifest the Human-in-the-Loop Mantra
No matter how cynical candidates may get in today’s market, we’ll always recommend employers and TA teams take the time to clearly communicate with their candidates, provide feedback to their candidates, and manifest the human-in-the-loop mantra.
Warts and All: Real Candidate Experience Feedback
Fake and fraudulent candidates are here to stay, but your “real” candidate experience is your candidate experience. Positive and/or negative – warts and all.
2025 Candidate Experience (CandE) Benchmark Research: Fact Sheet & Key Statistics
This Ultimate Candidate Experience Fact Sheet summarizes key findings from Survale’s 2025 Candidate Experience (CandE) Benchmark Research Report
Responding to Each and Every Candidate Pays Business Dividends
The same timely and consistent candidate communication practice across the candidate journey will pay business dividends in referrals, brand advocacy, and even potential customers. We’ve got 15 years of data to prove it; applicants’ willingness to refer others increased 27% since 2023.
The Monopsony Illusion: Creating and Being the Better Choices
In a monopsony, the dominant employer’s greatest weapon is the illusion that you have no other choices – “In space no one can hear you scream”. For candidates, the goal is to create choices. For smaller employers, the goal is to be the better choice.
CandE Case Study Takeaways for Recruiting and Hiring Today
These are key takeaways from 16 case studies from CandE-winning employers across multiple industries including healthcare, finance & insurance, manufacturing, technology, energy & utilities, nonprofit, and others.
Humans, AI Screening, and the Final Hiring Decisions
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.
The Age of Dehumanizing AI Escalation
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.