Resource Center
By Gazmend Kalicovic Amid today's uncertainty, one thing remains constant in the realm of talent acquisition: talent leaders continue to emphasize the candidate experience. In fact, in one recent survey employers of all sizes across various industries still ranked candidate experience as the number one area of focus for global talent acquisition teams in 2021. This focus makes perfect sense: the world's most successful brands know that it's memorable experiences -- not neat perks or features -- that draw in customers and candidates. When talent leaders dig deep and begin to look for ways to optimize each part of their candidate journey, however, they're likely to find that one factor -- one common denominator -- determines the experience each candidate has throughout the hiring process more than any other: the candidate's interactions with their recruiter. Imagine a dinner at a beautiful restaurant. The setting is gorgeous, and the appetizers taste great. But then the server gets the dinner order completely wrong -- or worse, they completely forget to put in the order at all. At that point, the beautiful setting suddenly loses its luster, and the dining experience is tainted. Similarly, a company could have a beautiful career site, on-point branding, and an open position that's a perfect match for a particular candidate. But if the recruiter can't find that candidate's resume in their pile, or if they lack the right tools to quickly and adequately engage the candidate, the candidate experience will inevitably suffer. The candidate and recruiter experience are two sides of the same coin. Forward-thinking talent leaders know that when they improve the recruiter experience, amazing candidate experiences tend to follow. When talent leaders give their recruitment teams easy-to-use tools that provide them with the right information at the right time, they empower recruiters to engage much more meaningfully and memorably with candidates. To activate better experiences for their recruiters -- and, by extension, their candidates -- today's talent leaders are taking the following actions: As companies continue to struggle to source top talent, they need to do whatever they can to get an edge in what is clearly a candidate market. One of the best strategies for accomplishing that is to improve the candidate experience by improving the recruiter experience. Gazmend Kalicovic is a senior product marketing manager at iCIMS, where he is responsible for the global go-to-market strategy of the iCIMS Talent Cloud Platform, including iCIMS' integration, trust and security capabilities.Improve the Candidate Experience by Improving the Recruiter Experience
About the author: