It’s been over 10 years since Talent Board and the Candidate Experience Awards was founded.

The HR director called me into her office. Her face ashen, I could tell she was still reeling from what had happened; we all were.

So many people, so fast. After four months of COVID-19 impact in the U.S., over 149,000 people have lost their lives and nearly 37 million their livelihoods.

Here’s the thing: immediate candidate feedback pays off. It’s true. No fake news here.

It certainly can, and it is a really strong buyers’ market for job candidates today. In the U.S., the number of unemployed persons per job opening has hit an all-time low, and employers continue to scramble more than ever to fill hard-to-fill jobs and retain those individuals who help to sustain and grow their business.

Happy candidates make for happy employees (and customers when applicable)!

I'm happy to be creative as long as you listen to me, please

“So, when you’re hiring, you’re hiring from a really big pool of angry people on lower wages. Good luck.”—Henry Oliver, Head of Planning, AIA Worldwide (TMP Worldwide), when presenting a the recent 2017 Talent Board EMEA CandE Awards Gala.

Approach talent acquisition as you do every important relationship—with compassion, transparency and open communication—and treat candidates the way you’d want your mother treated if she were interviewing.”

Today, the candidate experience begins during talent attraction and sourcing, before question #1 on any application is ever filled out. Attracting candidates is one area of talent acquisition that has been overlooked in the past; yet, it is arguably the most important since it prepares organizations for current talent needs as well as future talent needs. It also gives candidates that first impression of an employer.