Talent Board is a non-profit organization focused on the elevation and promotion of a quality candidate experience. The organization, Candidate Experience Awards program and its sponsors are dedicated to recognizing the candidate experience offered by companies throughout the entire recruitment cycle and to forever changing the manner in which job candidates are treated.
The Candidate Experience Awards is the brain child of Chris Forman, the CEO of StartDate Labs. In November 2010, Chris approached Elaine Orler, with the idea to create an annual award that spotlights those companies delivering outstanding candidate experiences. The passion of these conversations sparked an alliance with kindred collaborators: Gerry Crispin, principal and Chief Navigator at CareerXroads; and Ed Newman, chief evangelist at Phenom People. Early on, this group determined that for the award to actualize, Talent Board should serve as a non-profit entity. And so, Talent Board was formed to produce the global Candidate Experience Awards, Benchmark and Research Program. More recently, Joseph P. Murphy, executive vice president SHAKER, joined as a Board Member.
During 2012 the project expanded to the United Kingdom, and in 2015 expanded further into Europe, the Middle East and Africa (EMEA) as well as the Asia Pacific (APAC) region.
The following contributors give their time, money and passion as well as run Talent Board to make the Candidate Experience Awards and Benchmark Research possible:
“I’m an engineer. Engineers work with long complex formulas, always trying to simplify them by taking as many elements as possible and making them equal 0. Then they work on solving for the remainder. For hundreds of years, recruiters, without thinking about it have taken candidates out of the hiring equation the same way. The Candidate is the last stakeholder in the recruiting process whose experience must be valued in order to move our profession forward.”
Principal & Chief Navigator at CareerXroads
“Most recruiting organizations that I have worked with are forced, by virtue of their resources, to work to the limits of their capacity. Frankly, they don’t have time to make candidate experience a top priority. If candidate experience is going to improve, then it has to come from those investing in the recruiting function. The C suite needs to understand the business implication of bad candidate experience. The Talent Board is a vehicle to promote that understanding.”
Chairman, Board Member
Chief Evangelist, Phenom People
“Given my profession as a recruiting consultant, my friends, and friends-of-friends, and friends-of-friends-of-friends, are always sharing their job-seeker experiences with me. I end up shaking my head way too often. And I can also say that it is not just about how employers behave, candidates play a big part in creating a positive candidate experience. The Talent Board project is a passion for me. It is a vehicle to highlight companies that are setting an example of good business practice.”
CEO, Talent Function
“I have been a long-time student of and advocate for evidence-based practices for the business process called staffing. While flow and yield metrics are interesting, performance outcomes and brand experience are critical. It was easy to align with the mission of the Candidate Experience Awards, we began measuring applicant reactions in 1998. Working with the Talent Board is a natural extension of my passion for metrics and assisting organizations on a journey of discovery and positive change.”
Joseph P. Murphy
Executive Vice President SHAKER
“Having worked at the staffing coal face for multiple organisations it never fails to surprise me how the candidate can be forgotten in the hiring process. The recruitment landscape is changing and companies are recognising how a positive candidate experience can enhance their talent acquisition agenda. On the flip side companies are starting to understand how a bad experience can negatively impact their brand and the bottom line.”
“The need to transform their recruiting tactics and elevate the candidate experience should be a pressing concern for any company. The fact is, we’re all perpetual candidates as well as potential customers regardless of generation or gender, skill set or experience, and negative experiences could add up to millions of dollars of lost revenue. By using the platform of the CandE Awards and the research data, we can help more organizations uncover the process changes and tools that enable them to deliver on improving candidate experience and their business bottom line.”
“When I went looking for my first job, I must have submitted 40-50 job applications online to a variety of companies, never to hear back on any of them. Only a handful of companies had even acknowledged receiving my application. When I started working for the Talent Board years later, I learned I was not alone; many candidates were subjected to this ‘blackhole’ of applying and never hearing back about their status. It’s great to see companies seeing the value and business impact of a great candidate experience, and it is very rewarding working for a company that is showing why you should treat your candidates right.”