(Repost) From Macro to Micro: Improving Candidate Experiences on a Human Level

The Human Genome of Candidate Experience

Candidate experience remains a popular topic, even some ten years after entering into the recruiting lexicon.

The point of candidate experience was, at first, to treat candidates as more than just a name on resume uploading into your ATS. But the underlying cause for this concern corresponds to where the job market was around 2010. As anyone who tried to get a job in the surrounding years, it wasn’t great.

That’s the part we seem to forget. And while it’s improved some since then, there’s always room for improvement. 

See, back when the candidate experience first came around, the U.S. was still dealing with the fallout from the Great Recession. Recruiting technologies were gaining traction in earnest as recruiters sought out ways to manage an influx of applicants.

Nowadays, the recruiting workload hasn’t diminished much even though the number of candidates per opening isn’t quite so high. If anything, recruiters in 2020 are tasked with more responsibility as both the front line of hiring and steward of the candidate experience.

Thankfully, as the discipline evolved, so did the technology, working on automating the more administrative parts of recruiting. That said, while candidate experience benefits from such solutions, it requires human intervention – on both a macro and micro level.

This article originally appeared at RecruitingDaily. To continue reading, visit https://recruitingdaily.com/from-macro-to-micro-improving-candidate-experiences-on-a-human-level/.

Image via @nci.