There’s no shortage of virtual team building blogs available (we even wrote one at the beginning of the pandemic!). From tips and tricks to boost communication to fun ways to celebrate and sip a coffee or cocktail with your teams, by now companies are up and running with supporting their teams remotely.
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.
Providing an excellent candidate experience isn’t just another recruiting fad - it’s a business imperative.
Since we live and work in an increasingly global marketplace, talent professionals are facing a new challenge – discovering a universal method to hire, promote, and develop talent from different countries and different cultures.
Unless you’re Apple or Google, chances are, when a job seeker clicks on your open job on Monster or Indeed, it’s the first time they’re interacting with your company brand.