Key Takeaways from the Experts at Talent Acquisition Week

Lynnette Bellin
February 6 ․ 6 min read

Our team recently returned from San Francisco, where we took Talent Acquisition Week by storm. Talent Acquisition Week is an exciting event where three stellar conferences converge in one place: Employer Branding Strategies Conference (EBrandCon), Social Recruiting Strategies Conference (SRSC), and Talent Sourcing Strategies Summit.

Many of the sessions focused on the candidate experience.

When is the last time you put yourself in the shoes of your candidates and discovered how many hoops you’re making them jump through to apply at your company?

Symphony Talent brought this concept to life in the first-of-its-kind Moments That Matter exhibit. Attendees had the opportunity to walk through and see over 100 data points that illustrated how challenging it can be for a candidate in today’s world, and how we as employers can improve the experience for candidates, recruiters and hiring managers. Check out the moments where experience is everything by taking a step into the Moments That Matter.

Some of the key takeaways about the candidate experience from the conference sessions include:

Design your candidate experience around the majority

Consider what percent of applicants you hire and how many you don’t. If you only hire 2% of all applicants, 98% of your applicants are potentially having a negative experience. Even worse, that 98% is definitely influencing the 2% you want to hire. Lindsey Sanford of Palo Alto Networks encouraged us to design the candidate experience around that 98%. She said, “treat people the way you want to be treated,” encouraging us to look for ways to make people feel validated throughout the process.

Create useful content

Allison Kruse of Kforce reminded us to make sure the content we’re creating is useful. She recommended determining how you can help candidates at every stage of the candidate journey: “Ask yourself what are candidates trying to do or decide and what questions they may have. From there, you can create a monthly formula of helpful content that maps to every stage of the candidate journey.”

Add friction

Tracey Parsons, formerly of SmashFly and now consultant and owner of Parsons Strategic Consulting, suggested that we should add friction to the candidate experience. Why? By providing real and honest job descriptions, you can repel the wrong talent and attract the right talent. That makes the experience better for everyone.

Quality over quantity

Sara Erikson of Ecolab reminded us that “every moment a candidate is exposed to your brand is really important to the experience.” She shared the journey they had of implementing a new employer brand through the career website, talent community, enhanced job descriptions and social media posts, focusing on quality over quantity. You can read more about her message here.

Keep it simple

Chloe Rada of Sodexo reminded us that the candidate experience is complicated and we shouldn’t be paralyzed into inaction because we don’t have the right solution: “Make sure it’s easy to connect. Be real and transparent about where they are in the hiring process.” At the end of the day, candidates want to be treated like a respected human. It’s not easy to make an application process simple, but according to Rada, “it’s absolutely necessary to get it right.”

Conclusion

We challenge you to join us in focusing on the Moments That Matter to radically improve your candidate experience. To learn more about how Symphony Talent can help you, listen to this podcast on REC TECH: Where Recruiting and Technology Intersect. And if you enjoyed the exhibit, join us at Transform — our very own recruitment marketing conference that will be serve as a playground 250+ of the industry's boldest thinkers. 

 

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