ALC - CareerArc blog

Nearly 60% of candidates have had a poor candidate experience, and 72% of those candidates shared that experience online or with someone directly. We surveyed 1200 professionals to find out why.

We asked 826 job seekers and 374 HR professionals on their thoughts on the State of the Candidate Experience, focusing on each stage–from the application, notification, and beyond– and we found several disconnects between what candidates expect and what employers deliver in the applicant process.
The infographic below follows the applicant journey, revealing surprising stats, and the risks and opportunities they present today’s employer brands.

It may be easy to assume that the bigger the brand, the bigger the budget and bandwidth. For talent acquisition, this means more resources to experiment with new tech and new approaches in hiring and employer branding.

The Stevie Awards for Sales & Customer Service are the world’s top sales awards, business development awards, contact center awards, and customer service awards. CareerArc was presented with three Silver Stevie® Awards at the tenth annual Stevie Awards for Sales & Customer Service this past weekend:

The industry is all a buzz about employer branding these days, and with good reason: The labor market is tightening, and today’s discerning job applicants turn to Twitter, LinkedIn, and employer review sites for a peek behind the company curtain.

These sites and social platforms have become a destination for potential candidates to learn how companies actually function (or dysfunction) judging from employee feedback and fellow applicants’ candid reviews of the candidate experience.
In our Employer Branding Study we found that 75% of job seekers consider an employer’s brand before even deciding to apply for a job.
But how does a company go about shaping, or reshaping, its brand? We see employer brand being molded by four main areas of influence – company culture, employee opinions, candidate opinions, and the corporate brand.


While corporate brand and company culture are driven from within the organization, employee and candidate opinions are based on direct experience and interaction with an employer and reflect not only how an employer treats its people, but reveal a company’s values and ethics which guide their business decisions. 
Talent acquisition professionals today are ever pushed to straddle the line of marketer and recruiter, what we termed the “HR-Marketer hybrid.” Hiring professionals who are just starting to take on these hybrid roles are fast becoming the experts and leaders of employment branding in their organization.
Related: 3 Signs You’re a Pro at Social Recruiting
We view the HR-Marketer placed strategically at the intersection of these four corners of employer brand, helping shape and communicate the company culture and corporate brand to the candidate audience, and ensuring those values are truly reflected in the candidate and employee experience.
These four areas of employer brand influence are regularly debated and are themselves quickly evolving. Here are the latest, relevant news pieces to show how these areas are being studied, perceived, and reshaped:

The recruitment and talent acquisition field has transformed dramatically in just the past decade, with most of the disruptive changes resulting from the rise of social media and review sites that have turned the hiring landscape into a more transparent, always-on, and increasingly mobile environment.

 

We are thrilled to announce that CareerArc has been named a finalist in the 10th annual Stevie® Awards for Sales & Customer Service and will ultimately be declared a Bronze, Silver, or Gold winner in three categories:

The 2016 predictions, trend pieces, and recruiting stats are in. At the top of each year, thought leaders in the HR space look back and review main challenges and priorities that were top-of-mind, and then predict which of those will endure or change in the year ahead.
After surveying the many trend pieces, we noted the most common data points, observations, and predictions that human capital and hiring experts appear to agree on — the “safe bets” that the HR community are making, and which are most likely to impact hiring in 2016.

‘Tis the season for list-making, and we are excited to share that we have made the HR Tech Outlook annual list of Top 10 Recruitment Software Solution Providers in 2015.

Read the entire write-up from HR Tech Outlook’s December issue.
We are thrilled to end the year with this achievement and reflect on 2015, which turned out to be one of our most eventful:

Labor stories made headline news in 2015, and the most notable of them revealed big shifts in decades-old labor traditions showing just how fast our work and workplace are evolving.

Looking back at the stories that defined the past year, we find recurring themes and resilient trends destined to continue into 2016. Here is our list of the top labor headlines of 2015 that shaped the year and unearthed the paradoxes of modern work life:

So, who should own social recruiting within an organization? Yes, the question is a bit controversial. But it’s a valid one, and one that comes up more often as talent acquisition results become increasingly dependent on employer brand strength and appeal.

It’s a question that Protection 1–the largest full-service security provider in the US–had to answer when launching their first social recruitment program. With about 300 open requisitions per month, the company had observed that the traditional job boards they relied on were not providing enough qualified candidates. They sought a better alternative, and they soon decided to expand their hiring efforts using social media.
So far it’s a pretty straightforward case, much like the start of our other client success stories. But what makes them different is their decision to have their marketing team own and manage the effort.
Related: Read the full Protection 1 Case Study