The Candidate Experience Awards deadline set to expire June 15 was extended to July 13 by the TalentBoard, the non-profit created to oversee the www.theCandEs.org, at its monthly meeting this past week.
Elaine Orler, who chairs the TalentBoard said, “We could have easily closed it with more than 50 applications but we’ll start working on phase II, getting feedback from the candidates of the companies who applied, while leaving the door open for another month for organizations who have yet to hear about the candidate experience initiative (or those who simply need that additional time to get legal approval to apply). Optimistically, we want to try and double the number of firms applying this year and we have every reason to believe we will achieve that goal.”
Last year, 24 firms were acknowledged for their efforts to improve the treatment of their candidates from the nearly 60 who applied. The 2011 winners of the C&Es are:? Adidas Group, Automatic Data Processing, Inc., Pacific Northwest National Laboratory, The Bozzuto Group, Cliffs Natural Resources, Covenant Health, Crowe Horwath LLP, Deloitte, Deluxe Corporation, General Mills, Harris Interactive, Herman Miller, Inc., InfoReliance Corporation, Intuit Inc., Ontario Systems, LLC, PepsiCo, Principal Financial Group, Rex Healthcare, RMS Inc., Sage, State Farm, Insurance, SunTrust Banks, Inc., W. L. Gore & Associates, Whirlpool Corporation.
Their effort to map and share a recruitment process that values how this critical stakeholder is treated raises the bar for others.
This year the TalentBoard expanded its initiative from U.S./Canada to the UK (England, Wales, Scotland, and Ireland) with the help of Jeremy Tipper, Leigh Carpenter and others on the ground overseas. The TalentBoard hopes to expand globally over the next few years while taking into account and helping to define the cultural differences in how the candidate experience is perceived country by country.
The aggregated data from surveys of employers who applied last year and the feedback from 11,000+ candidates about their treatment in attraction, application, rejection, selection, and onboarding phases was published in March in this whitepaper (it’s a free download).
Article Continues Below
5 Ways to Hire Like It’s 2021
The application process is free. The research data is public (free). The benchmark reports given to each applicant regardless of whether they win or not are all free. All thanks to sponsors who have stepped up and, to date, include: Kenexa, Monster.com, HireRight, HireVue, Jibe, Randstad Sourceright, SocialEars, Startwire, Async, Climber.com, iMomentous, Montage, MyStaffingPro, OneWire, SmashFly, and TalentCircles.
We hope you will consider (or tell your friends to consider) applying for the 2012 CandEs between now and July 13. If you think you have a great candidate experience, here’s the chance to tell us!
- Win an independently created award to tout to future top quality candidates that applying to your firm is not a “black hole” exercise.
- Benchmark your capability in how you treat candidates through each phase of your recruiting business process.
- There is no downside as we will never reveal the folks who apply but do not win in 2012.
The TalentBoard is dedicated to expanding the way all stakeholders are mapped in the recruiting process. The TalentBoard includes three founding Members: myself, Elaine Orler and Ed Newman as well as three additional board members who joined this year: Sarah White, Mark Stelzner, and Jeremy Tipper. We didn’t add corporate members to the TalentBoard for the first two years to avoid perceptions of conflict of interest but expect to expand the organization significantly in the future with professionals in our space who are as passionate about this subject as we are. Last year several judges were named to help identify the best “stories” among the 24 firms who won and they included Sarah and Mark as well as Libby Sartain and China Gorman. This year’s five judges are an equally impressive group and will be named shortly.