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Surveys provide an important opportunity to benchmark internal policies and practices against the perceptions and expectations of a large, statistically representative group. In Part 1 of the 2019 Job Seeker Survey Report, we explored the role of recognition in the recruiting process. In Part 2, we examined candidate perceptions of the recruiting process. In our final edition, Part 3, we report on candidate perceptions of preboarding and onboarding processes.

If you think the success of your company starts with excellent customer experiences, you are in good company. But that’s not quite the whole picture. While it’s true that customers hold the cash and they dole out more of it when you treat them well, it’s also true that behind every positive customer experience is a dedicated employee.

Remember the first time you saw The Matrix? Didn’t it seem like AI was some sort of futuristic semi-frightening technology, but at the same time so far from reality that you never really thought about it outside the silver screen? 

Somewhere along the way, AI shifted from science fiction to reality. We depend on AI technology to get things done every day, and many times we don’t even notice it.

The tightest market for talent in five decades has resulted in a cavalcade of content from thought leaders, analysts and vendors, most of it focused on fixing what’s broken in current recruitment processes. Improving the candidate experience is a hot topic, because it’s a buyer’s market.

What do candidates really want? Recruitment marketing, which represents the largest portion of most talent acquisition budgets, is getting a lot of attention, and the prevailing best practices have their origins in consumer marketing.