The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

It seems nearly everyday we’re hearing about the latest National – “fill in the blank” Day. For example, for those that were not aware, just the other day it was National Cheese Lovers Day.  There are practically national days of recognition every day of the year.  (For the historians in the crowd – In the USA, we can track the tradition of creating national days of recognition all the way back to July 4, 1777 – to the first organized celebration of Independence Day.)  While not all days of recognition have equal significance or are tied to such an historic event, the fact remains that these days of recognition give us a chance to pause and reflect.  And – in many cases, these days create the opportunity for us to both elevate the purpose for the day as well as to make further commitments to support the ideals and objectives that the day represents.

 Back in 2020, The Talent Board initiated the first Candidate Experience Day.  It was a brilliant idea to tie the kick-off of the 2020 CandE Benchmark Research program to this special day.  Each year since, The Talent Board has been “hosting” the Candidate Experience Day as a cornerstone event that both announces the findings from the previous year’s research as well as serving as the opening of the present year’s research program.  While the exact day for this has slightly varied over the years, the intent of the day has remained consistent – i.e. for Recruiting Teams to come together to honor the candidates that take the time to opt-in to participate in their recruitment cycles and to recommit to doing everything they can to create a positive experience for those candidates.  

 More often than not, discussions about the “Candidate Experience” center around the negative – i.e. all the reasons for rising Candidate Resentment.  Candidate Experience Day 2023, however, is an opportunity to celebrate – Celebrate the candidates, and celebrate all the techniques being deployed that are having a positive impact, 

 

3 Reasons Why You Should Plan to Celebrate Candidate Experience Day

 While there are a myriad number of reasons why celebrating Candidate Experience Day should be high priority, those reasons really all boil down to 3 core topics.

 1 – Mindset Matters!

Would anyone argue that we should NOT think about the candidate experience?  Do you know that purposely plans and designs a poor candidate experience into their process?  Of course, the answer to these questions is, “No.”  And yet, despite all the long standing evidence and the clear convergence that an improved candidate experience is important, creating a meaningful, consistent, and lasting candidate experience continues to be aspirational.

 As with anything worth achieving, the journey always begins with deciding that the pursuit is worth dedicating yourself to.  Mindset is critical. There will definitely be times during the journey when you will question whether the commitment is worth the continuous effort.  Candidate Experience Day 2023 is an opportunity to surround yourself with others who are traveling a similar trail as you.  It will be a day of positive storytelling from others who have found success.  What better way is there to stay motivated and committed that to surround yourself with others who have a similar mindset.  Their stories and specific suggestions will serve as great inspiration to stay motivated to keep to the plan. 

 

2 – Recruiting Outcomes Matter!

Improving Candidate Experience is not a fluffy, nice to think about business issue.  Not being able to achieve hiring goals and overspend on recruitment marketing are just two examples of what happens when your employer brand has a poor candidate experience reputation.  

 As noted above, though, no one means to purposely create a poor candidate experience.  The primary root cause of this is that too often recruiting teams are overwhelmed and overburdened.  They are expected to be experts on a large number of skills – i.e. Employer Branding, Recruitment Marketing, Copywriting, Sourcing, Labor Market Intelligence, Sales and Negotiation just to name a few.  They are expected to navigate and use a large number of systems and tools – many of which are not integrated.  And, of course, the biggest challenge of all – is that recruiters are expected to carry an inordinate number of requisitions.  As Josh Bersin famously said, “Recruiting is much harder than it looks” – which is why the vast majority of recruiting teams under-perform.

 I’m not saying that participating in the Candidate Experience events will cure all your issues.  What I am saying though, is that collaborating with other employers who have the same mindset as you and learning from them as to what has been successful should be a strong element to your strategy.  This is a great way to learn the skill sets and toolsets that others are leveraging to get to the ROI from investing in improving the Candidate Experience

 

3 – Your Job Satisfaction Matters!

In all my years of working in the talent acquisition industry, I’ve never met a single recruiter who stayed in the business who wasn’t passionate about the work they were doing.  The satisfaction that a person can get from being knowing they are the engine that enabled individuals to get jobs that fulfill their career aspirations is indescribable.  Couple that with knowing that your efforts play a role in the productivity and profitability of the business, and you have a killer combination of reasons to want to improve the Candidate Experience.

 As noted above – no one purposely works to design a poor candidate experience into the process.  At a minimum, it is frustrating to every day feel like it is all you can do to keep up with the candidates that are moving forward.  At worst, it is demoralizing and contributes to job burnout.  The largest population in any recruiting cycle are the candidates that do not get hired.  All too often, this is the group of candidates that do not hear back – which is one of the key reasons for the growing levels of candidate resentment.  

Participating in Candidate Experience Day – and for that matter, Candidate Experience improvement activities and events throughout the year, is truly a way that you can take control of your own work experience.  Not only will your efforts make life better for the candidates and improve the business results of your organization, but you will also be improving your job satisfaction.  Job satisfaction is the feeling of fulfillment you receive from the work that you perform.  Zeroing in on the meaningful aspects of your work is critical to job satisfaction. Identifying areas of the process that you can improve upon to produce better and more valuable outcomes for your candidates and hiring managers will not only add to your job satisfaction – but will also ultimately improve your work-life balance and reduce your work-related stress levels.

 

Wednesday, January 25th, 2023 is Candidate Experience Day.  While it is a specific day being set aside to share stories, posts, quotes, pictures, memes, videos, etc. It is important to remember though that, Every Day Should Be Candidate Experience Day!  And, while the title of the day only refers to the Candidate, the reality is that making improvements in the experience will actually create amazing outcomes for both the business your recruit for and for yourself.  Improving the Candidate Experience is a journey – not a destination. Embarking on this journey means that you are adopting this as a mindset and that you are continually striving to learn new skills and tools to further this pursuit.  Surround yourself with others who have also adopted this mindset plays an important role in that continuous learning.  Just remember – your candidates will appreciate it, your business will gain value from it, and your job satisfaction will increase.  

 Wishing you a productive Candidate Experience Day and a full year of related activities to come!

Indy Star: Remote Work Option Loved at PivotCX

Indy Star: Remote Work Option Loved at PivotCX

Since the pandemic, employees have been given the choice of working in the office or from home at PivotCX. Local newspaper, the IndyStar runs a piece on how PivotCX allows flexible schedule and remote work options for employees.

Watch the Full Video on the IndyStar: https://www.indystar.com/videos/news/local/2023/01/17/hybrid-workspaces-help-employees-company/11058879002/

For IndyStar subscribers: https://www.indystar.com/story/money/2023/01/17/indiana-companies-salesforce-push-back-remote-work/69799323007/

View Pictures here: https://www.indystar.com/picture-gallery/news/local/2023/01/17/work-home-office-choice-local-firm/11041322002/

 

How To Get Candidate Flow Like a Boss

How To Get Candidate Flow Like a Boss

 

Fix Your Job Ads

Want 10-30% more candidates quickly? Fix your job ads. Kat Kibben is the world’s foremost expert on writing job posts and she laid out how to re-write your job posts in the Pivot2First .  It’s not hard, and the payoff is literally now and forever.

Adjust your budget.

Getting candidates from job boards is getting more straightforward, but it may take a bigger budget. First, the market is competitive, and costs are going up, despite all the talk of recession. Programmatic platforms like Pando and job boards like Indeed are making it possible to budget by applicant.  But if you are budgeted for clicks, paying for applicants may be a bit of a sticker shock. Best to overcome this and get the right budget so you can get enough candidate flow to succeed.

Treat Every Candidate like they are Precious

Because, well, they are. Indeed will charge you for every applicant. Don’t let that spending go to waste by not engaging every candidate. Try to have a conversation via text message with every candidate who applies. First, you’ll be able to identify unresponsive candidates quickly (and ask Indeed to replace them for free). Second, you can cut up the time it takes to get enough candidates into the hiring process from weeks to in some cases the same day!

 

Stop Turning off the Spigot

Turn on the ads, we’re hiring. Turn them off, we’ve stopped. This is a great way to save a little money now, but if you are doing it right, you’ll want to constantly be building a community of people interested in working for your company. Just lower your budget, but never stop recruiting.

Re-engage and re-engage and re-engage…

People who applied in the past should account for 20-30% of your candidate flow. The best way to re-engage? Texting.  Here’s why: you’ve already paid to get the application. The only cost you have is a text message! You might even be able to speed up the hiring because you already have the applicant in your ATS.

 

PivotCX Adds Real-Time Video Interviewing

PivotCX Adds Real-Time Video Interviewing

PivotCX Continues to Shake Up How Recruiting Gets Done by Adding Real-Time Video to it’s Talent Acquisition Communications Hub

Video is the latest communication channel to be added as part of PivotCX’s mission to empower every recruiting team on the planet to make better hires faster. 

INDIANAPOLIS (September 13, 2022) –  PivotCX, an HR technology company that is transforming the recruiting process with its all-in-on talent acquisition communications hub, today announced the release of its beta version of its Real-Time Video communications.  As with all past communication channels incorporated into the hub, the addition of video will also provide the same level of interoperability across all existing channels already in place.  

PivotCX is reinventing how recruiting gets done by creating an “all-in-one” communication hub that enables recruiting teams to communicate the right information with the right candidates over the right communication channel at the right time.  The product can be deployed in a number of different ways as it is able to be used as a stand-alone solution, or can be integrated into any system or tool that recruiting teams already have in place.  

Being able to engage with and to develop meaningful relationships with all candidates, recruiters and hiring managers is what is at the heart of Talent Acquisition.  Everything else are the administrative process steps required to get recruiting done. PivotCX is a comprehensive toolkit of modern-day communication tools, combined with interactive use cases that are purpose-built for Talent Acquisition.  The PivotCX communications hub is able to address both the administration steps of the process as well as providing recruiting teams with the ability to directly engage with candidates and hiring managers at the speed and scale required to be successful in today’s recruiting environment.

“We see the introduction of video as the latest in a long string of communication tools on our roadmap that will enable recruiting teams to turn their Talent Acquisition function into a company’s competitive advantage,” said Howard Bates, CEO and Co-founder. “We understand that successful recruiting outcomes are dependent on being able to communicate effectively and to capture the information needed in a timely manner.  “The introduction of video furthers our mission of being able to empower recruiting teams and hiring managers to increase the velocity and momentum of their processes, along with dramatically enhancing a candidate’s experience” Bates said.

“Everyday we think deeply about how to make the recruiting experience more engaging, productive, and enjoyable by developing the most robust communication tools that remove the friction and latency in the communication and data flows in the current process” says Mike Seidle, CTO and Co-founder.  “Today, companies are operating their Talent Acquisition processes using legacy tools and communication channels that do not scale or enable them to keep pace with the dynamic nature of the market and candidate expectations for timely feedback.  Video is another way that we’ll enable teams to function with the level of immediacy and scale to make recruiting work” Seidle said.  

The addition of real-time video in conjunction with the current functionality of SMS, and Voice,  exponentially increases the immediacy of being able to communicate with and collect information from candidates and hiring managers.  Further, the incorporation of video enables recruiting teams to nurture critical talent throughout the entire hiring process.  Video is a vital tool to enable recruiting teams to operate with speed while also being able to build relationships and to provide an excellent candidate experience.

PivotCX’s Real-Time video communication is currently available in beta.  It is expected to be generally available by the end of Q4, 2022. Those interested in seeing the product can stop by Booth 514B for a demonstration during the HR Technology Conference in Las Vegas from September 13-15th or can request a demo directly here.

About PivotCX

PivotCX is transforming the way recruiting gets done. Through its innovative all-in-one talent acquisition communications hub, recruiting teams are empowered to make better hires faster. With PivotCX, recruiters are able to engage in personalized conversations with all candidates and managers at the scale and speed required to meet their hiring needs. The PivotCX communication hub integrates with ATS, CRM, and HRIS systems as well as job boards, social media, and career sites. This enables automated and person-to-person conversations via text, voice, video, and email. Data collection and comprehensive dashboards for communications and actionable analytics complete the SaaS solution that’s quickly becoming the go-to tool for recruiting teams. Learn more about PivotCX.

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Media Contact: David Bernstein, 510-468-9697 or press@pivotcx.io

Merge Announces New Customer, PivotCX, Powering 38 ATS Integrations

Merge Announces New Customer, PivotCX, Powering 38 ATS Integrations

Merge, the Unified API for B2B integrations, today announced that its ATS Unified API is powering integrations for PivotCX, a communications hub for talent acquisition. PivotCX now supports integrations with 38 popular Applicant Tracking Systems (ATS), including Workday and Taleo, using Merge’s ATS Unified API. PivotCX orchestrates conversations across communication channels such as text, voice, video, and email. The ATS integrations provided through the Merge Unified API enable PivotCX to dramatically increase recruiter productivity while also providing a streamlined candidate experience.

“We’re thrilled to see Unified APIs unlocking new integrations and customer experiences. PivotCX is making it easier for recruiters and candidates to coordinate, and hire people faster, using integrations with ATS tools,” said Shensi Ding, CEO and Co-Founder of Merge. “PivotCX’s support for 38 integrations at once is a testament to how Unified APIs make it easier than ever to offer customers all of the integrations they want.”

PivotCX selected Merge based on the breadth and depth of the platform’s ATS integration support. Mike Seidle, CTO and Co-Founder of PivotCX, observes that Merge “takes a very systematic approach to integrations with a Unified API. Merge creates a universal model for ATS data that greatly simplifies the work for my team.”

PivotCX has already seen market traction and new clients from the expanded ATS integration support. Mike Seidle observes that the “ability to load candidate data directly from ATS tools allows employers to start recruiting conversations immediately. ATS integrations just landed us a contract with the largest employer in our home state of Indiana.” PivotCX’s EVP Corp Dev & Strategy, David Bernstein, notes that expanding integration support with “a Unified API frees up our development team to focus on bringing on new customers, rather than building and maintaining integrations. Merge is a fundamental piece of our growth strategy.”

Continue Reading here: https://www.prnewswire.com/news-releases/merge-announces-new-customer-pivotcx-powering-38-ats-integrations-301621605.html