• Candidate Experience Philosophy

  • View candidates as humans first, not just numbers or data points
  • Every interaction shapes employer brand and future employment relationship
  • Candidate experience starts from first application and sets tone for entire employment journey
  • Poor experiences can traumatize candidates and impact long-term performance

• Modern Recruiting Context

  • Shift from traditional metrics to more human-centered approach
  • Impact of social media and increased transparency around work experiences
  • Need to adapt to changing candidate expectations, especially with younger generations
  • Recognition of widespread recruiting trauma from layoffs and rescinded offers

• Problems with Traditional Recruiting Metrics

  • Time-to-fill considered “trash metric” that drives wrong behaviors
  • Over-reliance on quantitative vs qualitative measures
  • Metrics often don’t account for external factors outside recruiter control
  • Need for more nuanced success measurements beyond speed

• Best Practices for Humanized Recruiting

  • Regular candidate check-ins beyond just process updates
  • Building genuine connections through authentic conversations
  • Clear, honest communication about process status
  • Treating recruitment as relationship-building vs transaction
  • Empathy for candidate vulnerabilities during job search

• Structured Process Improvements

  • Better budget validation before opening roles
  • More careful headcount planning and forecasting
  • Integration of recruiting with broader HR strategy
  • Data-driven but human-centered decision making
  • Focus on sustainable hiring vs reactive staffing

• Modern Challenges to Address

  • Volume of applications through quick-apply features
  • Increase in recruiting scams targeting vulnerable candidates
  • Need for better ATS systems and implementation
  • Balance between efficiency and human connection
  • Supporting traumatized candidates and recruiters

• People-Centered Design Framework

  • Consider human impact of every process decision
  • Question existing approaches and assumptions
  • Focus on candidate experience you can control
  • Partner effectively with hiring managers
  • Build empathy into system design

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