Candidate experience is defined as how job seekers perceive and react to employers’ sourcing, recruiting, interviewing, hiring, and on-boarding processes. It has proven to be directly tied to recruiting performance, making it one of the most highly regarded talent acquisition topics today.
Today’s guest is Jason Seiden. When I interviewed Jason a few weeks ago, he was still the Head of Strategic Development at Lever. Since then, a lot of things have happened. Jason left Lever, although he remains an advisor to the company. He sold Brand Amper, a start-up he co-founded, to The Muse. He remains a board member at Brand Amper as well.
Prior to these endeavors, Jason:
• Became the 1st LinkedIn-certified trainer—and training company—in North America.
• Developed and managed the “Rock Your Profile” booths at LinkedIn ‘s Talent Connect in 2011, 2012, and 2013 (originally called “Pimp Your Profile,” for all you old schoolers…).
• Crafted a methodology for writing LinkedIn profiles that is still in use today at LinkedIn, Dell, and other large enterprises.
In this episode with Jason, you will learn:
– How critical it is for companies to build their employer brand.
– What are the biggest challenges many companies are facing when trying to build a positive candidate experience.
– What are the touch points a candidate goes through in the recruiting process and how to address the touch points.
– What’s the place of technology in redefining the candidate experience.
This episode is brought you by MOLD. Mold is a full-service brand agency that works with artists, writers and creatives to help its clients increase sales, book more gigs and boost audience engagement. Its creative team of graphic designers, videographers, writers and brand managers work together to make sure that every time a client’s name is seen or heard, it shines.
If you want to send me feedback, suggestions for future topics or guests, you can reach me at email@example.com or on Twitter @eX_Summit.
Thanks for listening.