Expert insights. Personalized for you.
We’ve all heard the stat that a recruiter spends less than 10 seconds looking at a candidate’s resume. But, on the other side of the hiring equation, job seekers are scrolling through dozens of job descriptions at lightning speed. On average, a job seeker spends 11 hours a week looking for a new job: reading career sites, clicking on open positions, and evaluating job descriptions. What is a job description? MORE
How you interact with candidates during the hiring process is critical. To understand and improve candidate experience, recruiters should put themselves in candidates’ shoes by surveying them. Though surveys are prone to bias issues , you can combat their limitations by designing your candidate experience survey process in a thoughtful and intentional way. It ends with a job offer or rejection letter. Final stage candidates. MORE
I’ve been roundly criticized for saying that improving the candidate experience is a waste of time, money, and resources. To set the record straight, I believe that providing an extraordinary candidate experience for serious and well-qualified candidates is essential. To find the best talent, it’s time to broaden the candidate experience. According to Gallup, job satisfaction is at an appalling 30% for the US. Candidate Experience MORE
As an agency recruiter, you’ve worked as a middleman between your clients and the candidates they need. On the other side, candidates are worried that they won’t be able to find the next step in their career. In fact, Career Builder found that almost three-quarters of job-seekers see the hunt for a new position as one of the most stressful events in their life. More importantly, you are also a partner to the candidates you place. MORE
I’ve experienced many of these challenges firsthand and have figured out a few solutions that I’d love to share with you in the hopes that you can learn from my experiences and crush your own Recruitment Marketing goals. Challenge #2: Managing ad hoc urgent requests to advertise a job. MORE
As consumer spending and hiring expectations increase, employers are faced with the challenge of meeting the demands of staffing goals, while trying to actively recruit top candidates to fulfill the needs of the company. During seasonal hiring, it is essential for recruiters to explore and develop ways to enhance candidate experience. Recruiters are using technology as a competitive edge to simplify the candidate experience. MORE
A great candidate experience reflects the candidate’s journey from the moment they apply or get sourced until the end of your hiring process. Every interaction with you throughout this journey shapes the candidate’s impression of who you are as an employer. Why is candidate experience important? The collective experience of your candidates has the power to influence your employer brand as a whole. or “Do you have experience with Java.”. MORE
This ultimately gives rise to negative candidate experience. Negative candidate experience can cost companies more than just losing out on good candidates. The most famous example is that of Virgin Media where a bad candidate experience c ost the company 5.4 When developers apply for a job, major organizations consider technical assessments as an integral part of the interview process. Know the value of a candidate’s time. MORE
With hundreds of employers voluntarily subjecting their hiring process to the intense scrutiny involved in being adjudicated by nearly 95,000 applicant responses, the 2014 Candidate Experience Awards did more than just open the recruiting books up at some of the world’s biggest brands. 10 Candidate Experience Statistics Every Recruiter Should Know. For job seekers, search is clearly beating the pants off social. A Bad Candidate Experience Will Cost You. MORE
What is candidate experience? That’s because the candidate experience definition is “how candidates feel about your company once they experience your hiring process.” And these candidate ‘feelings’, whether good or bad, influence candidates in their decision to apply to your company or accept your job offer. So, a good candidate experience will make candidates feel good about your company after they see how you treat them. MORE
According to IBM Analytics , nearly half (48 percent) of job candidates have some manner of a relationship with the potential employer before they even apply. What is candidate experience? Why is a positive candidate experience important? MORE
And as you can imagine, our shared experiences slid quickly from swapping war stories to lamenting how friggin’ frustrating the entire job search process is. If you’ve ever looked for one, you know what I’m talking about – even if, as is the case at most companies, that harrowing experience is easily forgotten by most HR pros before the ink on the offer letter is even dry. And when you’re looking for a job, it’s almost always the worst. MORE
We all know that candidates bring their A game to the. Starting long before the interview, candidates begin to form their opinion about employment with your company. Will their experience with your company have them swooning over the a job offer, or will it leave them longing for a different position at a competing company? As you think of the answer to that question, take a look at just how important the candidate experience is: The Candidate Experience. MORE
With each interaction having so much power behind it, the way your company and your employees portray themselves really matters - especially to your candidates. During the candidate experience, your applicants hope to validate their perceptions of your company. They view their experience during the recruiting process as a glimpse into the day to day life they may soon see themselves in. Are Your Job Descriptions Accurate? MORE
In a crowded job market, your company’s employer brand is more important than ever. It’s what makes candidates choose your organization over the competition. If a portion of your candidate pool doesn’t feel welcome at your organization, they’ll be less likely to apply for open jobs. Also consider the type of benefits you highlight in job listings. Audit your candidate experience. Where might candidates get stuck? MORE
Hiring managers can greatly influence candidate experience —for good or bad—without even knowing it. These professionals are busy with their own duties, and are sometimes unaware that candidate experience is a long-term focal point for talent acquisition teams. Too many recruiter–hiring manager relationships consist of a hiring manager sending over an email that states a position to be filled and a recruiter sending back a stack of candidate files. MORE
This month I’ve hired half a dozen employees for my team, and as I talked to them during a break in their training, I asked them about their experience. Be sure to put the internal official title in the job description if you do use a different one. MORE
Bureau of Labor Statistics estimates that between now and 2026, there will be a need for an additional 203,700 nurses each year to replace retiring nurses and meet the need for new positions. . The team at Sharp Healthcare has been working diligently to implement new tactics to draw in candidates and engage with them on a different level than before. If candidates can’t find the job they’re looking for on a website, they’re going to leave. Advanced job descriptions. MORE
You’re working at a great company with great people — so why can’t you get any of your candidates to the finish line? While these things matter, don’t forget about the person you’re trying to win over: the candidate. Unconvincing job ads. MORE
A good candidate experience doesn’t just benefit the candidate — it can also be advantageous for recruiting teams and companies in the long run. . Candidates who have had positive experiences may send you referrals or contribute to your bottom line as clients or customers. MORE
It’s easy to forget that every employee hired into your organization was once a candidate applying for a new job opportunity. The economy has now produced more than 21 million new jobs since the labor market collapsed in 2010. Researchers often find that the true test of a positive candidate experience is whether a candidate would reapply. As many HR leaders know, your candidate experience can directly affect your business. MORE
The foundation of every good recruiting process is the candidate experience. So many companies struggle to deliver a strong candidate experience. The 10 Commandments of An Outstanding Candidate Experience. This is where you stand out from the competition and close job offers. To attract the best candidates, your website needs to wow! Include everything a candidate could possibly want (or need) to know about working for your company. MORE
This ultimately gives rise to negative candidate experience. Negative candidate experience can cost companies more than just losing out on good candidates. The most famous example is that of Virgin Media where a bad candidate experience c ost the company 5.4 When developers apply for a job, major organizations consider technical assessments as an integral part of the interview process. Know the value of a candidate’s time. MORE
Your job as a hiring professional isn’t just to find the best fit for your company and the job at hand. After all, who’s to say the job candidate you want also wants you? Chances are, your first-choice candidate isn’t just interviewing with your company, but with a handful of others — which is why it’s equally important to sell your company and the position to candidates. Getting a job is hard work! Give candidates a taste of your culture. MORE
Candidates expect to easily access information about your company through a variety of resources, as well as more personalized communication, interaction and transparency. Candidates scrutinize your company in new ways and make more informed decisions than ever before. This means you must work smarter to meet your candidates’ needs without knowing when they’re ready to make a decision or influence someone else’s. Just like a candidate. MORE
Top of everyone’s agenda, but Candidate Experience remains a challenge – 3 reasons why…. Candidate Experience must be one the most talked about topics to grace Talent Acquisition agendas in recent years. Statistics show how best in class candidate experience can add to the bottom line. You read about how much candidate resentment can cost your organisation, and what candidates expect from your brand. Pre-empt candidate behaviour . MORE
We talk a ton about “candidate experience,” but the truth is having a good experience works both ways, really, and most of the time, it’s the candidate treating the recruiter like s**t, not the other way around. Most of us care about our candidates, which is more than most of our candidates would ever say about us. There are, however, those occasional candidates who make all the other stuff somehow tolerable – you know the type. MORE
The recruitment world has spilled a good deal of ink on candidate experience; a quick Google search reveals about 550 million results at present. That's a lot of candidates. Before we dive directly into candidate experience, let's talk about what the core of it is about. MORE
While the majority of candidate experience strategies focus on talent attraction and engagement, the steps that follow are equally, if not more important than your first point of contact. After you have used key recruitment marketing tactics like integrating visual job descriptions , social media recruitment and maximizing exposure on your careers page and job boards , it is time to develop ways to strengthen the next part of the process – the post-apply experience. MORE
Although initially negative, these faults can serve some beneficial aid — they’ll help you decide much quicker on looking for better options, like the majority of people ( 67 % – Kolsky ) do after bearing a negative experience. It’s a given that with a negative experience, emotions will shift and influence a customer’s perspective of a service provider. What is candidate experience? What counts as a ‘bad’ candidate experience? MORE
With as many as 85 % of candidates entering through the side door, smart companies are reconsidering how and where their recruitment marketing budget gets spent. . With programmatic job advertising, your ads cost less and you have a more targeted audience. MORE
One reason hiring managers may want to change the way they interact with candidates is that doing so can improve how the organization is viewed within the job market, making it more desirable to qualified candidates. Listen to candidates. Listening to how candidates feel about your organization’s hiring process can help stakeholders uncover challenges they may not have been previously aware. MORE
More than 35m millennials and Generation-Y employees (those born after 1980) are starting their careers and looking for jobs with companies who can meet their aspirations. Start with your job titles and descriptions. As companies compete to hire the strongest and most qualified workers in the 18-35 age bracket, it’s crucial to make sure that your job descriptions appeal to their wants and needs. Job Titles: Clear and Optimized. MORE
Even with economic stimulus, there’s been very little financial or social support for working mothers and women who have left the workforce to become full-time caregivers over the past year or whose jobs in service industries have been disproportionately affected. MORE
Due to an unprecedented demand for more foundational candidate experience content, we’ve created the first-ever candidate experience crash course. This article is designed to help beginner recruiters better understand and utilize candidate experience best practices across the recruiting lifecycle. Candidate Experience Definition. Improving Candidate Experience: Why You Should Care. Always listen to your candidates first. MORE
Candidate experience is a popular buzzword and the most crucial aspect of attracting talent. It means how candidates feel about your organization while interacting and communicating. It begins by filling up the job application process and continues throughout the recruitment. Candidate experience, whether it is good or bad, influences candidates while deciding to apply to your organization or accept the job offer. . MORE
Meet Dan Medlin, our new Lead Recruiting Consultant, and one of the newest members of the Proactive Talent tribe! I have 20 years of experience in Talent Acquisition (TA) leadership, with expertise in strategy, branding, sourcing, candidate experience, hiring manager training, recruiting and training teams while delivering peak headcount. If the hiring manager you’re supporting doesn’t know what you did for him or her that day, your job is not done yet. MORE
In today’s economy, many employers have been faced with a new challenge: how to attract talent in a candidate-driven market. This transitionary period between first contact and the final offer is what we refer to in hiring as “closing the deal,” and a candidate’s experience during this critical time can make or break their decision to accept the offer. In other words, a simple job offer is no longer enough to attract the best talent to your organization. MORE
We talk a lot about the concept of ‘auditing’ your own candidate experience; that is, taking a step back and actually seeing what it’s like to apply for a job at your own company. Auditing your current application process is important, because it forces recruiters to address the most fundamental question of candidate experience: how can we put the candidate at the center of the recruiting process?” MORE
JazzHR
APRIL 8, 2020
A good candidate experience doesn’t just benefit the candidate — it can also be advantageous for recruiting teams and companies in the long run. . Candidates who have had positive experiences may send you referrals or contribute to your bottom line as clients or customers.
ClearCompany Recruiting
AUGUST 16, 2018
We all know that candidates bring their A game to the. Starting long before the interview, candidates begin to form their opinion about employment with your company. Will their experience with your company have them swooning over the a job offer, or will it leave them longing for a different position at a competing company? As you think of the answer to that question, take a look at just how important the candidate experience is: The Candidate Experience.
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ClearCompany Recruiting
NOVEMBER 26, 2018
As consumer spending and hiring expectations increase, employers are faced with the challenge of meeting the demands of staffing goals, while trying to actively recruit top candidates to fulfill the needs of the company. During seasonal hiring, it is essential for recruiters to explore and develop ways to enhance candidate experience. Recruiters are using technology as a competitive edge to simplify the candidate experience.
ClearCompany Recruiting
AUGUST 31, 2018
With each interaction having so much power behind it, the way your company and your employees portray themselves really matters - especially to your candidates. During the candidate experience, your applicants hope to validate their perceptions of your company. They view their experience during the recruiting process as a glimpse into the day to day life they may soon see themselves in. Are Your Job Descriptions Accurate?
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a job applicant. Job seekers are left feeling like the. person for the job. learning to scrub prior job descriptions and high- performing employee profiles to uncover the most. qualified candidates of tomorrow. experience. But in reality, the job.
JazzHR
MAY 15, 2018
One reason hiring managers may want to change the way they interact with candidates is that doing so can improve how the organization is viewed within the job market, making it more desirable to qualified candidates. Listen to candidates. Listening to how candidates feel about your organization’s hiring process can help stakeholders uncover challenges they may not have been previously aware.
Devskiller
FEBRUARY 10, 2021
According to IBM Analytics , nearly half (48 percent) of job candidates have some manner of a relationship with the potential employer before they even apply. What is candidate experience? Why is a positive candidate experience important?
ViziRecruiter
SEPTEMBER 20, 2019
While the majority of candidate experience strategies focus on talent attraction and engagement, the steps that follow are equally, if not more important than your first point of contact. After you have used key recruitment marketing tactics like integrating visual job descriptions , social media recruitment and maximizing exposure on your careers page and job boards , it is time to develop ways to strengthen the next part of the process – the post-apply experience.
Linkedin Talent Blog
AUGUST 6, 2019
I’ve been roundly criticized for saying that improving the candidate experience is a waste of time, money, and resources. To set the record straight, I believe that providing an extraordinary candidate experience for serious and well-qualified candidates is essential. To find the best talent, it’s time to broaden the candidate experience. According to Gallup, job satisfaction is at an appalling 30% for the US. Candidate Experience
Workable
JUNE 8, 2017
What is candidate experience? That’s because the candidate experience definition is “how candidates feel about your company once they experience your hiring process.” And these candidate ‘feelings’, whether good or bad, influence candidates in their decision to apply to your company or accept your job offer. So, a good candidate experience will make candidates feel good about your company after they see how you treat them.
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for tomorrow’s tech tools DICE 2018 Dice Recruitment Automation Report 2 Contents Most Recruiters See AI Not as a Job Replacer, but as a Valuable Helper The Positive Impacts of Automation What Recruiters Want — and Don’t. Job Replacer, but as a Valuable Helper The general feeling among.
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Hacker Earth
JULY 18, 2019
This ultimately gives rise to negative candidate experience. Negative candidate experience can cost companies more than just losing out on good candidates. The most famous example is that of Virgin Media where a bad candidate experience c ost the company 5.4 When developers apply for a job, major organizations consider technical assessments as an integral part of the interview process. Know the value of a candidate’s time.
Recruiting Daily Advisor
JUNE 7, 2019
It’s easy to forget that every employee hired into your organization was once a candidate applying for a new job opportunity. The economy has now produced more than 21 million new jobs since the labor market collapsed in 2010. Researchers often find that the true test of a positive candidate experience is whether a candidate would reapply. As many HR leaders know, your candidate experience can directly affect your business.
Hacker Earth Developers Blog
JULY 18, 2019
This ultimately gives rise to negative candidate experience. Negative candidate experience can cost companies more than just losing out on good candidates. The most famous example is that of Virgin Media where a bad candidate experience c ost the company 5.4 When developers apply for a job, major organizations consider technical assessments as an integral part of the interview process. Know the value of a candidate’s time.
Workable
FEBRUARY 17, 2017
How you interact with candidates during the hiring process is critical. To understand and improve candidate experience, recruiters should put themselves in candidates’ shoes by surveying them. Though surveys are prone to bias issues , you can combat their limitations by designing your candidate experience survey process in a thoughtful and intentional way. It ends with a job offer or rejection letter. Final stage candidates.
Workable
OCTOBER 8, 2019
A great candidate experience reflects the candidate’s journey from the moment they apply or get sourced until the end of your hiring process. Every interaction with you throughout this journey shapes the candidate’s impression of who you are as an employer. Why is candidate experience important? The collective experience of your candidates has the power to influence your employer brand as a whole. or “Do you have experience with Java.”.
Workable
MARCH 23, 2016
More than 35m millennials and Generation-Y employees (those born after 1980) are starting their careers and looking for jobs with companies who can meet their aspirations. Start with your job titles and descriptions. As companies compete to hire the strongest and most qualified workers in the 18-35 age bracket, it’s crucial to make sure that your job descriptions appeal to their wants and needs. Job Titles: Clear and Optimized.
Recruiting Daily
MAY 20, 2015
And as you can imagine, our shared experiences slid quickly from swapping war stories to lamenting how friggin’ frustrating the entire job search process is. If you’ve ever looked for one, you know what I’m talking about – even if, as is the case at most companies, that harrowing experience is easily forgotten by most HR pros before the ink on the offer letter is even dry. And when you’re looking for a job, it’s almost always the worst.
Rally Recruitment Marketing
FEBRUARY 21, 2021
Even with economic stimulus, there’s been very little financial or social support for working mothers and women who have left the workforce to become full-time caregivers over the past year or whose jobs in service industries have been disproportionately affected.
Spark Hire
JULY 21, 2015
Your job as a hiring professional isn’t just to find the best fit for your company and the job at hand. After all, who’s to say the job candidate you want also wants you? Chances are, your first-choice candidate isn’t just interviewing with your company, but with a handful of others — which is why it’s equally important to sell your company and the position to candidates. Getting a job is hard work! Give candidates a taste of your culture.
Vervoe
OCTOBER 30, 2019
We’ve all heard the stat that a recruiter spends less than 10 seconds looking at a candidate’s resume. But, on the other side of the hiring equation, job seekers are scrolling through dozens of job descriptions at lightning speed. On average, a job seeker spends 11 hours a week looking for a new job: reading career sites, clicking on open positions, and evaluating job descriptions. What is a job description?
Recruiting Daily
MAY 11, 2015
With hundreds of employers voluntarily subjecting their hiring process to the intense scrutiny involved in being adjudicated by nearly 95,000 applicant responses, the 2014 Candidate Experience Awards did more than just open the recruiting books up at some of the world’s biggest brands. 10 Candidate Experience Statistics Every Recruiter Should Know. For job seekers, search is clearly beating the pants off social. A Bad Candidate Experience Will Cost You.
Recruiting Daily
SEPTEMBER 28, 2015
We talk a lot about the concept of ‘auditing’ your own candidate experience; that is, taking a step back and actually seeing what it’s like to apply for a job at your own company. Auditing your current application process is important, because it forces recruiters to address the most fundamental question of candidate experience: how can we put the candidate at the center of the recruiting process?”
Indeed
MARCH 10, 2020
You’re working at a great company with great people — so why can’t you get any of your candidates to the finish line? While these things matter, don’t forget about the person you’re trying to win over: the candidate. Unconvincing job ads.
Jibe
NOVEMBER 30, 2016
Due to an unprecedented demand for more foundational candidate experience content, we’ve created the first-ever candidate experience crash course. This article is designed to help beginner recruiters better understand and utilize candidate experience best practices across the recruiting lifecycle. Candidate Experience Definition. Improving Candidate Experience: Why You Should Care. Always listen to your candidates first.
InFlight
NOVEMBER 27, 2020
With as many as 85 % of candidates entering through the side door, smart companies are reconsidering how and where their recruitment marketing budget gets spent. . With programmatic job advertising, your ads cost less and you have a more targeted audience.
ConveyIQ
MARCH 21, 2018
The foundation of every good recruiting process is the candidate experience. So many companies struggle to deliver a strong candidate experience. The 10 Commandments of An Outstanding Candidate Experience. This is where you stand out from the competition and close job offers. To attract the best candidates, your website needs to wow! Include everything a candidate could possibly want (or need) to know about working for your company.
Recruiting Daily
FEBRUARY 17, 2016
We talk a ton about “candidate experience,” but the truth is having a good experience works both ways, really, and most of the time, it’s the candidate treating the recruiter like s**t, not the other way around. Most of us care about our candidates, which is more than most of our candidates would ever say about us. There are, however, those occasional candidates who make all the other stuff somehow tolerable – you know the type.
Recruiting Blogs
AUGUST 8, 2019
Candidate experience is a popular buzzword and the most crucial aspect of attracting talent. It means how candidates feel about your organization while interacting and communicating. It begins by filling up the job application process and continues throughout the recruitment. Candidate experience, whether it is good or bad, influences candidates while deciding to apply to your organization or accept the job offer. .
Proactive Talent
FEBRUARY 12, 2019
Meet Dan Medlin, our new Lead Recruiting Consultant, and one of the newest members of the Proactive Talent tribe! I have 20 years of experience in Talent Acquisition (TA) leadership, with expertise in strategy, branding, sourcing, candidate experience, hiring manager training, recruiting and training teams while delivering peak headcount. If the hiring manager you’re supporting doesn’t know what you did for him or her that day, your job is not done yet.
exaqueo
FEBRUARY 21, 2017
Candidates expect to easily access information about your company through a variety of resources, as well as more personalized communication, interaction and transparency. Candidates scrutinize your company in new ways and make more informed decisions than ever before. This means you must work smarter to meet your candidates’ needs without knowing when they’re ready to make a decision or influence someone else’s. Just like a candidate.
Crelate
NOVEMBER 14, 2019
As an agency recruiter, you’ve worked as a middleman between your clients and the candidates they need. On the other side, candidates are worried that they won’t be able to find the next step in their career. In fact, Career Builder found that almost three-quarters of job-seekers see the hunt for a new position as one of the most stressful events in their life. More importantly, you are also a partner to the candidates you place.
Hundred5
JUNE 17, 2019
Although initially negative, these faults can serve some beneficial aid — they’ll help you decide much quicker on looking for better options, like the majority of people ( 67 % – Kolsky ) do after bearing a negative experience. It’s a given that with a negative experience, emotions will shift and influence a customer’s perspective of a service provider. What is candidate experience? What counts as a ‘bad’ candidate experience?
Fistful of Talent
DECEMBER 21, 2020
This month I’ve hired half a dozen employees for my team, and as I talked to them during a break in their training, I asked them about their experience. Be sure to put the internal official title in the job description if you do use a different one.
Jibe
JANUARY 23, 2017
Hiring managers can greatly influence candidate experience —for good or bad—without even knowing it. These professionals are busy with their own duties, and are sometimes unaware that candidate experience is a long-term focal point for talent acquisition teams. Too many recruiter–hiring manager relationships consist of a hiring manager sending over an email that states a position to be filled and a recruiter sending back a stack of candidate files.
Recruiting Blogs
JULY 11, 2016
Top of everyone’s agenda, but Candidate Experience remains a challenge – 3 reasons why…. Candidate Experience must be one the most talked about topics to grace Talent Acquisition agendas in recent years. Statistics show how best in class candidate experience can add to the bottom line. You read about how much candidate resentment can cost your organisation, and what candidates expect from your brand. Pre-empt candidate behaviour .
Rally Recruitment Marketing
JULY 10, 2019
Bureau of Labor Statistics estimates that between now and 2026, there will be a need for an additional 203,700 nurses each year to replace retiring nurses and meet the need for new positions. . The team at Sharp Healthcare has been working diligently to implement new tactics to draw in candidates and engage with them on a different level than before. If candidates can’t find the job they’re looking for on a website, they’re going to leave. Advanced job descriptions.
The Execu|Search Group
OCTOBER 23, 2019
In today’s economy, many employers have been faced with a new challenge: how to attract talent in a candidate-driven market. This transitionary period between first contact and the final offer is what we refer to in hiring as “closing the deal,” and a candidate’s experience during this critical time can make or break their decision to accept the offer. In other words, a simple job offer is no longer enough to attract the best talent to your organization.
Rally Recruitment Marketing
AUGUST 23, 2020
I’ve experienced many of these challenges firsthand and have figured out a few solutions that I’d love to share with you in the hopes that you can learn from my experiences and crush your own Recruitment Marketing goals. Challenge #2: Managing ad hoc urgent requests to advertise a job.
JazzHR
APRIL 26, 2019
In a crowded job market, your company’s employer brand is more important than ever. It’s what makes candidates choose your organization over the competition. If a portion of your candidate pool doesn’t feel welcome at your organization, they’ll be less likely to apply for open jobs. Also consider the type of benefits you highlight in job listings. Audit your candidate experience. Where might candidates get stuck?
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