When it Comes to Recruiting Innovation, Candidate Experience is Top of Mind

I was asked to chair this week’s Recruiting Innovation Summit, put on by my former employer ERE Media. At it, we explored some of the leading edge ideas from people who are as passionate about making recruiting better as I am.

It was also the first time I ever emceed an event. That experience is probably another post altogether.

As part of my new position as part of The Candidate Experience Award council, I paid special attention to recruiting trends and technologies that will improve the candidate experience. The event did not disappoint on that front. There are some really cool ideas that are bubbling up from early adopters, entrepreneurs, and people that build products at some of the big boys. Here’s how it shook out from my perspective.

Making the application process better

A couple of the newer solutions we saw at the Recruiting Innovation Summit really tackled some ways companies could improve the application process for candidates.

iMomentous talked about their mobile apply. Talent Board Member Ed Newman really dove deep into the idea that a mobile apply approach isn’t going to be just a nice thing to have, it is going to be a must have. There are a lot of companies out there trying to crack this nut and it is going to become a reality (though it isn’t going to happen overnight).

Resunate had something really interesting: a way for candidates to optimize their resumes depending on the job description. Imagine if this was on the front-end of your application process? Helping candidates putting their best foot forward could be the ultimate candidate experience play.

Making the candidate experience fun?

Two different types games impressed people at the summit this year.

ConnectCubed created a couple dozen games that actually help employers determine if someone will be a good fit for a job. What they found is that people played the games and enjoyed them, even if they weren’t necessarily going for a job. It was one of the more fascinating ideas presented and I wished that they would’ve shared more of the games.

RMS embedded their employer brand into an actual game. They got a lot of eyeballs from a lot of people who might have not otherwise seen them. Best of all, it came to you in a fun environment of trying to prevent a world disaster (right up their alley, if you know what RMS does).

Monitoring the candidate experience

Last year’s startup competition winner Mystery Applicant came back to talk about what they have been working on since they won the award last year. It was fun to understand just how much data they are pulling in now about the candidate experience. The deeper we dive into the data, the more we know we need The Candidate Experience Awards.

There are many more companies (new and old alike) out there taking on the candidate experience either directly or indirectly. Whether that means a smoother apply process, better communication, or understanding and relieving the pain points in your process, the level of importance is only going to continue to grow.

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