candidate experience

The way that we develop and deliver software has changed dramatically in the past 5 years—but the metrics we use to measure quality remain largely the same. Despite seismic shifts in business expectations, development methodologies, system architectures, and team structures, most organizations still rely on quality metrics that were designed for a much different era. Every other aspect of application delivery has been scrutinized and optimized as we transform our processes for DevOps. Why not put quality metrics under the microscope as well? Are metrics like number of automated tests, test case coverage, and pass/fail rate important in the context of DevOps, where the goal is immediate insight into whether a given release candidate has an acceptable level of risk? What other metrics can help us ensure that the steady stream of updates don’t undermine the very user experience that we’re working so hard to enhance? To provide the DevOps community an objective perspective on what quality

Transform your career site into a user-friendly candidate experience with our complete Career Site Usability Guide.

When you’re hiring, you need your screening process to provide reliable insights—and spotlight the best candidates in your pipeline—so you can make informed recruiting decisions. Ideally, you’re able to gather this crucial information quickly and efficiently, at scale, while simultaneously creating a great candidate experience.

With Adobe Document Cloud, HR teams can become more efficient in hiring, onboarding and documentation.

First impressions matter, and relocations are stressful. If your new hire isn’t taken care of during the relocation process, it can lead to an early resignation, a bad candidate experience, and a poor reputation for your company.

You know just how easy it can be to overlook the type of hiring experience you’re serving up to candidates day in and day out. Recruiting can run at a break-neck pace, so whether candidates feel like a priority, or just another name on a list, doesn’t always stay top of mind. But the truth is that a stellar candidate experience has to be a priority, even for companies that don’t have trouble getting applicants in the door.

As competition for talent intensifies, take advantage of social technologies for recruiting. Learn how social and collaboration tools enhance, improve and reinvent recruiting processes, and best practices for developing a social recruiting strategy.

"Industry experts predict that successful businesses will soon become 100% digital for all transactions. The challenge is how to “go digital” in the right ways. For many companies, it will be an incremental journey. The HR world is changing quickly—global candidates are tech-savvy and are relying on mobile-enabled interactions. Now more than ever, HR teams are looking to improve the onboarding experience, increase employee satisfaction, and focus HR staff away from mundane tasks. This best practices paper outlines seven important ways that HR teams can make meaningful progress in their digital transformations." .

Every job opening brings an opportunity for your business to build its brand. Giving job candidates great experiences could motivate them to become your brand ambassadors—regardless of whether you make an offer.

A great candidate experience is now a fundamental requirement, as research in this white paper reveals.

Candidates are focused on your brand when trying to earn a spot in your workforce.

Candidates are focused on your brand when trying to earn a spot in your workforce. A great candidate experience:

WHY SO MANY COMPANIES ARE RETHINKING ASSESSMENTS If you’re a member of the Talent Acquisition team, there’s a good chance you use a pre-employment assessment at some point in your hiring process. According to the Talent Board, 75% of employers are using some sort of pre-hire assessment. And the Aberdeen Group notes that of its “Best in Class” organizations, 91% use assessments to screen candidates THIS EFFECTIVE SCREENING TOOL HAS UNINTENDED CONSEQUENCES In this eBook, we’ll look at the science behind traditional assessments and why despite sound science, they don’t work for candidates today- and how they can be transformed with video and artificial intelligence.

In retail, your people are your greatest asset. In this eBook you'll learn how to proactively drive revenue with recruiting, and how to prove the value of your efforts. Expect to learn: • 3 ways to calculate the ROI of your recruiting • How you can use the candidate experience to generate revenue • How to use the hiring process to decrease employee turnover • 2 approaches that remove the hiring burden on store managers Want to start driving revenue through your retail recruiting? Download the free eBook now!

Pre-hire assessments are a proven, scientific way to screen candidates. Today, pre-hire assessments have evolved beyond their legacy standardized-testing roots to measure a candidate’s critical competencies faster, more accurately, and in a way that enhances their candidate experience. EXPECT TO LEARN: Why pre-hire assessments make hiring more data-driven The technologies driving the next generation of pre-hire assessments How the next generation of assessments mitigate bias and control for adverse impact How video-based and game-based assessments provide complementary insight into a candidate’s skills, abilities, and potential Why the multiple-choice pre-employment test is becoming a thing of the past Download the free white paper now

Download this whitepaper to learn the 3 Keys to sourcing the best candidates through Graph Search and for tips on how your organization can experience the joy of Facebook recruiting.

Learn the best practices to modernize your mobile candidate experience.

Your hiring process directly impacts your retention rate. Did you know 22% of employees leave an organization within the first 45 days? Your hiring process is an employee's first exposure to your corporate culture. Get it right. There is no second chance to make a first impression. Download our whitepaper to learn more about improving retention right from the start.

Human resources departments continue to struggle to build the best workforce. There are plenty of applicants but not enough candidates with the right combination of skills, experience, work ethic, and attitude to be top performers. The success of any organization depends on its people. Employees are a company’s greatest asset—and that asset must be managed to yield positive results. At Sage, we call this the Return on Employee Investment, or ROEI. This guide provides tactics and tips to help you improve the effectiveness of your company’s recruiting, hiring, and onboarding processes.

As an HR professional, you know the spotlight is on recruitment functions to prove their value to the business. You’ve seen how the volume of job applications has risen over the last few years, yet all it has done is create more work and rarely better outcomes – for candidates, recruiters or employers. Based on CEB research, this eBook uncovers the insights and solutions to overcome these volume recruitment challenges: • How to create an effective employer brand • How to optimize the candidate experience • How to make the recruitment process more efficient

Even though you are job-matching expert, you still need rules to create an awesome candidate experience. Get candidates talking about how great your hiring process was with these simple rules.

Attracting today’s savvy candidate requires much more than a creative job description and a flattering email message. The transparency provided by web sites such as Glassdoor combined with a millennial desire for meaningful work and corporate responsibility have the upped the ante when it comes to employer brand and candidate experience. While many firms have good intentions when it comes to employer brand, these intentions aren’t always translated to action, leaving many candidates feeling frustrated as they move through the process. New hires need confirmation that everything they were told in the interview processes is not only accurate, but even better than expected. When the onboarding process falls short of those expectations, candidates immediately question their decision to accept the offer and retention efforts in jeopardy. Join this webcast to learn how to avoid costly new-hire attrition in your organization.

Analyst Zach Lahey from Aberdeen group will share research insights in this webinar and will explore how to evaluate your internal and external talent acquisition processes to determine what’s working and what’s not. In addition, we will delve into the technologies that are available to make talent acquisition more effective than ever. After attending this webinar, you will be able to answer these three questions about your current process: What is your recruiter’s experience like? What are their trials, tribulations, and daily interactions? What is your candidate’s experience like? Where do they struggle, how much effort does it take for them to find information and apply for jobs? Finally, if either one (or both) doesn’t meet your expectations, what are you going to do about it and when?

To succeed today, organizations need to take advantage of information technology in every area of their business. Talent acquisition is no exception. Robust, reliable technology can help recruiters more effectively engage with candidates. According to Aberdeen Group, the user experience is key. It is more important than ever to have friendly and interactive platforms. In terms of talent acquisition, companies that prioritize the candidate experience are more than twice as likely to improve their cost per hire on a year–by-year basis.1 In addition, social capabilities can enable recruiting professionals to use the Internet for job applications, social referrals and video interviewing. Mobile integration also enables users to connect with information where and when they need it. With better tools and insight into people and data, organizations can much more quickly identify talent, match capabilities to market needs, retain the best talent and improve recruiting outcomes. Simply put, rec

Ever wondered what an ideal candidate experience looks like? Candidates today shop for a job like they shop for a bike – based on brand, buzz and blogs. Recruiters must respond accordingly by engaging early and often; promoting the brand; and selling company culture. Tune into this 3:52 video to experience Recruitment is Marketing through the eyes of a candidate.