The candidate experience, increasingly a focus of hiring efforts, is one of the building blocks of the employee experience, and more broadly, the employer brand.
A successful candidate experience is the ticket to a fulfilled employee experience. And the first point of the contact with a company is an essential step that’s not always comfortable.
Times are changing when it comes to hiring processes. It’s time now, more than ever, to question standard tools, like the resume.
An integral part of the employer brand, the candidate (and employee) experience has become essential when it comes to attracting the best talent.
According to the Bureau of Labor Statistics, the US unemployment rate reached a record high in April 2020 at the start of the pandemic.
While measuring employee experience is already basically a standard for HR, the candidate experience doesn’t quite benefit for the same treatment.
With the hybridization of organizations and the intensification of the talent war, remote recruitment has become unavoidable for HR teams.
The candidate experience is one of the building blocks of the employee experience, and more broadly, of the employer’s brand. What are the fundamentals of the candidate experience? And above all, how can you optimize the first points of contact with the company?
As you write a candidate rejection email, you need to identify the best approach to break the news to the person. Make sure you figure out the best practices and review these questions to help create the perfect candidate rejection email.