Kimber Crumlish

Recent Posts

Two Essential Components of a Positive Candidate Experience

Posted by Kimber Crumlish on Thu, Apr, 06, 2017 @ 10:04 AM


What is the candidate experience, and why does it really matter? defines the candidate experience as the series of interactions that a job seeker has with your company throughout the recruiting process. These interactions include any communication that a candidate receives from your brand messaging, software systems and/or employees.

Clearly, the candidate experience is important to job seekers—and thus critical to employers. But how do you help ensure you’re providing a quality candidate experience? One way is by focusing on these two essential components: quality communication and effective management of the candidate process.

Quality Communication

Anybody who’s applied for a job knows that candidates are eager to hear back from employers. Yet often candidates are left in the dark, waiting weeks or even months for emails or phone calls that may never come.  

So it’s no surprise that 34% of job seekers say that more communication during the hiring process would improve their candidate experience. The only surprise is that the percentage isn’t ever higher. 

More evidence that communication from employers is often lacking comes from a CareerBuilder study: 36% of candidates expect to be updated throughout the application process, yet only 26% of employers actively communicate to candidates what stage of the process they’re in.  

The takeaway is clear: evaluate your communication with candidates. Are you consistently letting them know the information they want to know (if they’re being considered for a position, if they’re moving forward in the process, if they’re out of the running, etc.) in a reasonably timely manner? Or are you leaving them wondering and waiting?  

Candidates don’t want to be left hanging—even if they aren’t going to be considered for a position. The easiest and best way to keep them informed, and to give them a positive experience, is to provide regular, clear communication from the start. 

How Modern Talent Acquisition Software Can Help: Technology prevents candidates from falling through the cracksin your communication by sending automated email communication to candidates based on where they are in the process. The right messages are sent to the right candidates at the right times—every time. 

Effective Management of the Candidate Process

If your candidate process goes on … and on … and on, candidates will sour on their experience and your organization no matter how well you communicate with them. 

In fact, 83 percent of job seekers say that a long hiring process would either significantly or somewhat worsen their candidate experience. It’s critical to get candidates from the application to the end of the process in a reasonable time frame. That means moving candidates from stage to stage in your process in a reasonable amount of time. It’s also important to limit the pain candidates experience in any stage of the process. 

It’s worth noting that the start of the candidate process is a common trouble spot, with 90% of job seekers calling extremely long application forms a cause of a poor candidate experience. Limiting the pain candidates experience in filling out your application forms is a key part of getting more candidates to apply, and for getting the entire candidate process off to a good start.  

How Modern Talent Acquisition Software Can Help: Software helps your hiring process run smoothly for all parties. It makes applying easier by prepopulating relevant application forms with data pulled from LinkedIn, job boards and straight from résumés. And it provides routing notification to immediately inform your internal team when it’s time to take a next step in the hiring process. This eliminates internal process delays and miscommunication, two common causes of long hiring processes. 

For more tips on improving your candidate experiece and overall recruiting success, check out our webinar recording: 

Game Changing Strategies to Elevate Your Recruiting Success 

View Recording 


Tags: applicant experience, candidates, Hiring, recruiting, candidate experience

7 Advantages of Using a Cloud-Based Applicant Tracking System

Posted by Kimber Crumlish on Wed, Dec, 07, 2016 @ 08:12 AM


As noted in a TechCrunch article, there’s “little doubt … that nearly every business and every industry is running on software delivered as online services.” 

In HR technology, the spread of cloud-based software continues in full force. According to Gartner, spending on cloud-based HR software will be 50% or more of total HR technology spending by 2017. 

The reason for the proliferation, of course, is cloud-based software has some significant advantages. For example, as detailed in our new article, “5 Questions to Ask When Switching Applicant Tracking Systems (ATS),” a quality cloud-based ATS has the following seven advantages over a traditional on-premise system: 

  1. Access anywhere and anytime. On-premise systems require HR, recruiters and hiring managers to be on-site, but cloud-based systems allow them to retrieve data wherever they’re working, seven days a week, 24 hours a day.

  2. Easier implementation. Because there’s no on-premise system to install/implement.

  3. Reduced IT, capital expenses. There’s no on-premise system to implement or maintain.

  4. Get upgrades quickly. Upgrading an on-premise system can take time and be a significant technical concern, so much so that many companies forego updates. With cloud-based systems, the upgrades are handled by the provider, meaning you get quick, easy access to useful new features.

  5. Integration with other software. Cloud-based systems are becoming easier and easier to integrate with other software, facilitating integration with online job portals, career sites and other SaaS applications. This allows you to access more talent, and to connect your recruiting and HR processes without using an all-in-one system.

  6. Improved user experience. Not only are quality cloud-based systems customizable for employers’ specific needs, but also having the current version eases training and customer service.

  7. Shorter-term commitment. With on-premise systems, the work associated with setting up on-site hardware and software is a major enough task that you want any ATS you use to last for years. 

If you’re considering switching your ATS, consider downloading “5 Questions to Ask When Switching Applicant Tracking Systems (ATS).” It will help you select the right ATS for your needs, and implement it successfully. 

Tags: ATS, cloud based applicant tracking system, cloud based ATS, applicant tracking system

3 Business Imperatives for Successful Talent Development

Posted by Kimber Crumlish on Wed, Oct, 26, 2016 @ 08:10 AM

talent development.jpeg

Surveys show that employers are increasing their training budgets in order to meet their talent needs. But money alone isn’t enough to achieve quality talent development results: increased employee retention, productivity and engagement, as well improved succession planning. 

In particular, as an employer, you must meet the three talent development imperatives listed below to get quality results. 

1. You must have significant organizational commitment

Succeeding at talent development requires more than acquiring the right tools and providing quality learning materials.  Many companies fail to create a culture of learning. The consequence is engagement in the talent development process is poor, and so are the outcomes. 

How do you create a culture of learning? Take concrete actions that demonstrate the great value your organization places in talent development. These include:

  • Make training and development for all employees
  • Recognize employees who learn new skills and improve their performance
  • Hire internally
  • Give employees input in the process, and offer and encourage self-learning

 2. You must have patience with training and learning

There’s no getting around it—talent development takes time, and must be ongoing. It’s easy for more immediate priorities to take precedence, and derail training and learning activities. Prevent this by showing your organizational commitment, by insisting that training development activities move forward.

3. You must effectively manage the training process

Employees, supervisors and training managers are all involved in training, and all need to be on the same page about the training process—the current status, next steps, etc. 

This can be terribly difficult for HR and training managers to manage. Management difficulties cause delays and confusion in the process that slow talent development efforts to a crawl, and cause frustration among all involved. These problems are common among organizations that are trying to manage training with paper or Excel. As a result, it’s critical to have the proper training management tools. 

Want to get better talent development results? Read our new article, “3 Steps To Achieve Talent Development That Drives Organizational Success.”


Tags: training, Employee Training, talent development, learning & development, employee engagement

Employee Training Needs to be Strategic and Here’s Why

Posted by Kimber Crumlish on Wed, Aug, 26, 2015 @ 08:08 AM

We recently came across a startling statistic: almost half of companies in the United States spend more on coffee per day than they do on employee training. This stat should alarm companies for two reasons: one, that much caffeine can’t be good for you, and two, that’s far too low an amount to spend on training. More companies seem to disregard training as vital to the workplace every day, but companies need to learn that training is not only important, but it also needs to be strategicHere’s why.


All Part of the Plan

Companies need to think about training not as something they need to do in order to put their business plans into action, but part of the plans themselves. In the same way many companies create plans and business goals for the coming year and track their progress accordingly, they need to create these plans for their employees as well. Unfortunately, many companies are choosing to forego extensive training altogether.

Employees are a company’s most important asset, and if you’re not factoring their progress into your business, you’re going to have some upset workers. Currently, 55% of employees cite a “lack of growth opportunities” as their greatest frustration with work, so employees are more receptive to training than you might think, even after they’re already up to speed in their current role.


Tweet This: Not factoring employee progress into business can result in some unhappy workers. See how to avoid this! 


Training for Interest

When developing your strategic training, you need to discuss specific interests with your managers and employees. Forcing employees to undertake training in areas they may not be suited for won’t work out as well as having them train in areas they’ll find both interesting and useful. Surveys show that 25% of employees would be more satisfied at work if they were doing what they did best.

So instead of matching an employee’s training to their role, companies should match it to their interest instead. Before assigning them training, they should talk to them about what they’d like to do at the company, which aspects of the business they’d like to grow into. Companies should then develop a training program that caters to those interests. Employees will not only appreciate that the company listened to them, but they’ll be more interested in learning something they asked for, making them more productive and engaged.


Tweet This: Surveys show that 25% of employees would be more satisfied at work if they were doing what they did best. 


Hiring With Training in Mind

Companies can also take their approach one step further and develop a training program specific to the company’s needs and less reliant on the candidate market. Recent surveys reveal 61% of companies hire untrained candidates, looking for soft skills instead of hard ones and then training them on the job. Additionally, 49% of companies plan to do the same in the future.

For companies looking to hire entry-level positions, this is a solid plan of action. Even in the most hard skill-ridden industries, a good mentor on the job can make a big difference for new employees, showing them the ins and outs of the industry. Some industries will require certifications no matter what, but since 56% of new hires want a mentor or buddy program as part of their first week, using employees they already have as a teaching tool should prove a valuable training avenue for companies. 

Companies don’t have to develop their own college courses in order to train employees, but no matter how they implement training on their workplace, it needs to be strategic. They must incorporate their hiring as part of their wider business plan, create plans that appeal to the work interests of their employees, and create hiring plans which factor in these two aspects along with their business interests. When hiring is strategic, employees and companies alike reap the benefits.

Try a demo of Visibility Software’s Cyber Train today and see how you can create training programs that employees will want to be a part of.

Cyber Train Demo

Tags: training

4 Ways to Train Your Team for Better Time Management

Posted by Kimber Crumlish on Wed, Aug, 05, 2015 @ 09:08 AM

The availability of Facebook updates, innumerable cat videos, and the fascinating GIF-based Buzzfeed articles have exacerbated the problem some organizations have with the company water cooler effect. It is, after all, fairly easy to get distracted during those particularly long work days. Unfortunately, that can mean waning performance, and that’s not a blind performance management misstep; organizations know their lapses performance management. An Aberdeen Group report notes that 60% of all organizations surveyed said they need to improve workforce planning capabilities to drive workforce management efforts. 


Even though too much chatter around the proverbial water cooler can lead to productivity concerns, that arena for workplace bonding is necessary. There has to be a balance between workforce motivation and team interaction. If you’re unsure how to poise professional communication with team development, here are 4 ways to instill better time management practices. 


1. Be on Time

You expect your candidates to be on time, right? That means you need to have better time management and show up on time as well. This shows candidates and new hires you (and the organization) posit time as a valuable asset. For example, if you start a training session 5 minutes behind schedule, your new hires are primed to the same behavior. Because a key symptom of disengagement is a lack of responsibility, (being late to work, leaving early, or missing deadlines), new hires may come to reflect this attitude and behavior. This is particularly detrimental for the organization because actively disengaged employees cost the U.S. between $450 billion and $550 billion every year in productivity.

2. Designate Time

Assigning your team an allotted amount of time to work on a particular project or to brainstorm helps the team to make the most of the time they have. Prompt your employees with deadlines so they finish their assignments on time. Give them leeway, however, to ask for more time if they need it for a particular project. Consider designating a bit of time before your employees start on major projects to get quick, intelligent ideas on the table from the beginning to shorten the amount of time spent on the assignment. This group ensures they spend their time effectively and not scrounging through their email or social media sites. 

Tweet This: Be sure to prompt your employees with deadlines so they finish their assignments on time.

3. Collaboration is Key

Encourage and train your team to come to work prepared to interact and collaborate with coworkers. It increases the quality of their work relationships and gives them a chance to speak with leadership in a casual manner to increase transparency. Collaborating with mentors at work creates learning opportunities and insights into professional development they wouldn’t normally have in their day-to-day responsibilities. Crystal Miller (@TheOneCrystal), DriveThru HR Show Strategist, said: 

“Great workplaces often share a sense of transparency and empowerment - they WANT employees to feel invested and informed.” 

This collaboration throughout the company leadership ladder instigates a culture of knowledge sharing which is critical to not only internal hiring practices but succession planning as well. Allowing your team the time to work and think together is beneficial for organizational growth and individual employee development. 

Tweet This: Did you know collaboration throughout the company leadership ladder instigates a culture of knowledge sharing?

4. End on time

You and your team arrive to meetings on time (perhaps even early) - that’s a common expectation. However, everyone in the office has things to do, important things, so it’s just as vital that the meetings end on time as well. Your team needs to understand the value of time management, and conducting meetings in the same timely manner shows just that. Ken Blanchard (@kenblanchard), co-author of The One Minute Manager said: 

“If people don’t have a clear understanding of where they are going and what they need to focus on, they can’t perform at their highest level.”

Managers with better performance management have 50% less staff turnover, 30% more efficient customer experience and 40% higher employee engagement. Accomplish your best training practices through better management of your own time and respecting the time of your employees to create a happy, efficient office. Eliminate those common office distractions and get your workforce on track, engaged and at full-power.

Cyber Train Demo

Tags: Employee Training