Rethinking Recruitment: Redefining the Candidate Experience

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Given all that has changed in recruitment over the past couple of decades, you would think organizations would have undergone a significant shift, if not a complete overhaul, of the way we recruit.

However, even though the Internet spurred a vast array of technology-enabled applications ranging from Applicant Tracking Systems (ATS’), online job boards, social media networks and mobile recruiting applications, we’re still pretty much doing the same things we did in 1990—with a little less postage and paper.

The More Things Change…

Has all this technology made us better recruiters—more efficient and enabled us to deliver poland phone number library significantly more impact? Apart from taking our recruiting online, has anything really changed or do we need to rethink how we’re attracting and hiring?

It’s important to recognize that the underlying objective of recruiting hasn’t changed, nor should it—hiring the best talent in a time efficient and cost effective manner. The times and means have changed though, and many organizations are yet to adapt, which puts the question in HR’s court—how can HR professionals raise the bar, move the needle and deliver significantly increased value via recruitment.

The ROI of the Candidate Experience

There’s lots of talk these days about the candidate experience and with good reason as the candidate experience impacts the bottom-line of the organization. A recent Boston Consulting Group study highlighted the financial impact of recruitment and the employment brand. The impact is alarming.