Gerry Crispin & Elaine Orler
"We are in receipt of your resume. Now, please go away."
Gerry calls it a "unicorn" Elaine calls it something else.
Ever since there have been job boards, there's been complaints from candidates. The resume black hole: "No one ever contacts me. Not even a 'thank you.' " Is it any better than it was 10 years ago? Are job candidates nothing more than second class citizens?
Elaine Orler, President & Co-Founder, Talent Function, and Gerry Crispin, Chief Navigator, CareerXroads, faced off last week at HR Tech in Chicago regarding the candidate experience in the employment applicaton process. Do companies care what the process is like from a candidate's perspective? Are government regulations the barrier in delivering a kinder, more humane experience? Is the Technology too complex? What about Budgets -- or lack of funding to put the technology, training, and proccess in place? Do companies view job candidates as customers? And if so, is creating a positive "brand experience" important?
About Elaine Orler
A talent management strategist, consultant and trainer, highly regarded for knowledge of talent acquisition and retention best practices, competitive employment strategies, human resource metrics and trends. Articulate speaker and creative thinker with superior project management, organizational and leadership skills. Expertise in talent strategy models, process consulting, and client services management. Skilled project leader adept at interpreting client needs and identifying solutions.
Staffing and Recruiting Consultant with focus on: Business Process reengineering, vendor selection and system optimization.
About Gerry Crispin
CareerXroads is a small international consulting practice founded by myself and my business partner, Mark Mehler.
Simply stated, we facilitate a dialogue between staffing leaders. Our aspiration is to contribute to a growing community of recruiting professionals who are dedicated to improving their business' long-term performance through the staffing function.
My passion is to understand how firms design and build staffing processes, the technology to enhance them and the systems to manage them.
I want to know more about the playing field where candidates and employers meet; how firms tout their latest opening and job seekers‘game’their way in. Does any of it truly make a difference (to a firm's performance)? is there a better way? I'm pretty sure there is.
I'm more than an observer of evolving staffing models. I believe competitive corporations staffing functions will be characterized (a) by being metrics driven, (b) by offering job seeker experiences tied to their level of competition and (c) by embedding and embracing technology-based networking tools as a means to build communication and thus candidate pipelines.
I facilitate with my partner, 4-6 small group, invitation-only meetings each year to think about how to leverage tools, tactics, technologies and training. How to weave them into strategy and change the way recruiting is done. Particpants are professionals who can think critically, share openly and influence their corporation's recruiting efforts.
Staffing business models, processes, strategies and tactics.
About Peter Clayton
Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.