Interview with Maximilian von der Ahé, founder and CEO of betahaus
Start-ups are no longer considered just hip, they also serve as a model for many established companies. Particularly when it comes to the innovative capability and speed of the founders, there are many established enterpreneurs who would like to take a leaf out of their book. But how can employers pick up the innovations of new entrepreneurs or anchor their thinking in their own cultures and in the minds of their staff? We spoke to Max von der Ahé, founder of the coworking space, betahaus who has been working around the world for many years at the interface between established businesses on the one hand and start-ups and freelancers on the other. >>MORE>>
Interview series with candidate experience pioneer Gerry Crispin (part 3 – future of the candidate experience)
This week our little journey through time, talking about the past and present of candidate experience, ends with future prospects on the topic. In the final interview Wolfgang Brickwedde (ICR), co-organizer of the theme day “candidate experience” at the HRM Expo | Zukunft Personal, is asking Gerry Crispin, one of the “founding fathers” of Candidate Experience Awards (CEA) whether candidates can expect a land of milk and honey due to professional candidate experience.
HR practitioner, blogger, author and general networker Gerry Crispin is convinced there will be no paradise for candidates. “This is one of those things where the future is already here. It is just not evenly distributed and only a small number of companies are so focused on the candidate experience that it is an integrated part of their recruiting process”, Crispin explains. Those organisations should gain acknowledgement for their effort by sharing their stories. The main challenge is to get more companies to start thinking about the benefits of improving their recruitment process and to find a way that will work for them. >>MORE>>
Interview series with candidate experience pioneer Gerry Crispin (part 2 – current status of the candidate experience)
After we started last week our video interview series with the co-organizer of the theme day “candidate experience” at the HRM Expo Zukunft Personal, Wolfgang Brickwedde (ICR), interviewing Gerry Crispin on the past of candidate experience, we now bring the discussion back to the present. The term candidate experience is becoming much more popular these days, people are more aware of it. By providing data, candidate experience pioneer Gerry Crispin, wants to prevent it from becoming a cliché. “Whenever I see someone using those terms, talking about the five things that are most important in candidate experience, I am compelled to send them data”, says Gerry Crispin. For he is convinced only science-based data allows us to see what can be supported and what yet has to be determined as actually being connected to treating candidates well. This data is been delivered by the candidate experience awards, who have been able to collect more than 120.000 voices of the candidates in this year’s program in the US alone.
Interview series with candidate experience pioneer Gerry Crispin (part 1 – the past of the candidate experience)
2015 is proclaimed as “the year of the candidates”. Skills shortage and the changing job market forces corporations to compete for qualified employees. To be able to survive in the war for talents companies have to improve their recruiting process and treat their candidates in a way that they would want to reapply and share a positive experience. One of the “founding fathers” of Candidate Experience (CE) is HR practitioner, blogger, author and general networker Gerry Crispin. He will be present to speak on this subject at this year’s HRM Expo | Zukunft Personal, opening the theme day “Candidate Experience” on Wednesday, 16 September 2015. Co-organizer Wolfgang Brickwedde (ICR) interviewed him about the past, presence and future of CE. We start this video interview series with Gerry’s view on the past. >>MORE>>
An inadequate candidate experience can leave you lacking in the talent department, and even struggling to fill open positions while global unemployment rates remain high. The application process is the first experience a candidate has with your company, and is crucial in their decision to work with you. Treating them as humans, not just another statistic, brings greater potential for you to hire the right talent.
So what can you do to improve your candidate experience with HR technology?