If your company has moved remote in response to the COVID-19 physical distancing measures, you’re likely set up in your new home working environment by now, and figuring out what’s working well for you. But you’re also probably discovering (with possible alarm) what isn’t. This new reality so many of us are finding ourselves in comes with many perks, but also many challenges, and we’re here to help.
Welcome to the third post in our series about candidate experience! If you haven’t been following along so far, here’s a quick recap: In the first post, we looked at a few of the trends that are making 2020 the year of candidate experience. Next, we considered why meeting candidates’ expectations is no longer enough. In this third and final post, we’ll explore a few of the ways you can transform the application experience to provide value to every candidate.
Welcome to the second post in our series about candidate experience! In our previous post, we looked at a few of the trends that are making 2020 the year of candidate experience. Did you miss it? You can find it here.
Candidate experience is not a new topic within the HR world. For years now, HR and talent professionals have understood that candidate experience is important.
In 2018, we at Plum were looking to expand our development team.
“Talents” is one of those buzzwords that gets thrown around in the HR world, but if you ask anyone to define it, you won’t get the same answer twice.
Personality test validity has come under a lot of scrutiny lately.
The “meet the team” page on any website is a key recruitment tool. Potential applicants want to know that your company is a fun, people-centric place to work – and the team page is the perfect place to communicate that.
We’ve got news to share – yesterday our CEO Caitlin MacGregor announced that Plum has raised $4.2M in seed funding! You can read the original press release here.
