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If you’re not paying attention to your candidate experience, you’re losing talent. Candidate experience matters, and not just for the people who end up working for you. Consider this:

Candidate Experience has emerged as the buzz-worthy term of choice among thought leaders in recruiting. In today’s highly competitive market for talent, creating better candidate experiences can reduce your drop-out rate. More engaging, two-way candidate experiences can help you better assess job-fit to reduce voluntary turnover rates. And, candidate experience is also an important aspect of your employer brand, which is particularly important if your candidates are also customers or prospective customers.

In late 2016, Engage2Excel acquired Decision Toolbox, a recognized leader in integrated recruiting solutions. This addition complemented our existing HR solutions for employee recognition and surveys and significantly expanded the capabilities of our Talent Acquisition division, launched in July 2016.

With the employment market continuing to tighten, many companies are re-examining the differences between active and passive job seekers.

An active job seeker is motivated to find a new job and actively searches for job opportunities. Passive job seekers are individuals who are currently employed and willing to learn about new career opportunities.

Our December 2016 survey of 940 active and 507 passive job seekers revealed some key differences in the perceptions, preferences and behaviors of active versus passive job seekers. These findings are revealed in our most recent infographic, The Key Differences Between Active and Passive Job Seekers.