mystery applicant

This tag is associated with 9 posts

Candidate Dispositioning – What does it mean and why does it matter?

When we started out with Mystery Applicant, we set the goal that every job applicant would be given the opportunity to give their feedback on the process. Every single one. Every minute of the day. This is a key part of our offering as we wanted to hear from the rejected candidates who would form … Continue reading

What do you mean by Candidate Experience?

Picture the scene. It is  another conference/seminar/round table/unconference where a bunch of recruiters are sat around debating the latest topics of the day. The subject of candidate experience comes up and generally everyone nods appreciably that this is an important topic. But what do they really mean by this? We often talk about things amongst … Continue reading

Candidates are consumers too

Forward thinking organisations are waking up to the fact that candidates should not only be treated as customers as part of the recruitment process, but they can also be customers of that organisation as well. This makes it a more imperative business issue than ever before as brand affection can be disrupted by a poor … Continue reading

Mystery Applicant wins Silicon Valley startup innovation award

Last week was a fantastic week as Mystery Applicant won the top prize at the ERE Recruiting Innovation Summit in Mountain View, Calfornia as one of six finalists in the startup innovation competition. The $10,000 cheque was a fantastic prize, but just as importantly we were recognised for the innovation behind our product and addressing … Continue reading

California Dreaming

Usually I try and devote this blog to sharing my thoughts and viewpoints on anything that takes my pick at the time and is generally vaguely related to employer branding. But the last week has seen some exciting news and progress at Mystery Applicant. Mystery Applicant nominated for technology innovation award Following on from my … Continue reading

How Mystery Applicant is changing the face of candidate experience measurement

Some weeks ago I posted a blog on measuring the candidate experience. Whilst it is no coincidence this is an area I’m actively involved in with Mystery Applicant, the origins of this are embedded in the wider aspects of employer branding research that includes understanding the perceptions, motivations and experiences of prospective employees and existing … Continue reading

Candidates more likely to share a positive experience than a negative one?

We recently conducted a survey of people who had applied for a job in the previous six months and asked them to rate their experience as a candidate and more specifically how they shared this experience with people in their networks. Applying for jobs can be an isolating experience and, as you would expect, people … Continue reading

How do you measure the candidate experience?

It’s been interesting to take part in a number of discussions recently around the candidate experience and also to see the number of organisations who are placing this right at the top of their resourcing agenda in 2012. Dr John Sullivan included the candidate experience in his Top 10 Predictions for 2012 on ERE.net and  … Continue reading

Measuring the candidate experience

I’m currently working with a new and exciting business that works with organisations to measure, benchmark and evaluate the candidate experience. More on that to follow. In the meantime they are conducting a short survey to gauge the general mood when it comes to the experience of applying for jobs and how applicants are treated. … Continue reading

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