Podcast appearances and mentions of kevin grossman

In this episode of Hiring Excellence with Johnny Campbell, we feature the first panel from SocialTalent Live, where leading experts discuss the future of candidate experience. Johnny is joined by Kevin Grossman, VP of Research at ERE Media, and Cheryl Peterson, Regional Talent Resourcing Leader at Arup, to explore the key challenges recruiters face in 2024. From integrating AI into hiring processes to enhancing human interaction, the panel dives deep into the strategies for creating a stellar candidate experience. Perfect for talent leaders and hiring professionals, this conversation offers actionable insights to help you stay competitive in today's talent landscape.

As a job seeker, what should you expect in the way of communication from the employer? Find Your Dream Job guest Kevin Grossman says you should expect timely communication, whether you're a candidate for the position or not. And if your candidate experience is not a positive one, but you are offered the position, should you take it? Kevin says, not so fast; you need to consider whether the company as a whole reflects the lack of communication of the hiring process. About Our Guest: Kevin Grossman (http://linkedin.com/in/kevinwgrossman) is the president of the Talent Board (https://www.thetalentboard.org/).  Resources in This Episode: Find out the impact your candidate experience has on your business growth and success by visiting thetalentboard.org (https://www.thetalentboard.org/). From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume's expert writers. (http://macslist.org/topresume)  

RecThe past 3+ years have shown job seekers just how competitive and volatile their job search can be. And while it may not be as much of a candidate market as it was a year ago, there are still industries where hiring hasn't slowed like in services, healthcare, and hospitality. Every job candidate interested in any job in any industry should still have a basic expectation of clear and timely communication and event feedback from employers if they're screened and interviewed. Talent Board has been conducting candidate experience research for over 11 years, and most of the research helps employers improve their recruiting and hiring. But the very same research can also help inform job seekers of what they should expect from the very employers where they want to work. Additional Resources Learn More About Talent Board Connect with Kevin on LinkedIn Download research reports Participate in their benchmark research Learn more about Talent Board programs Order our Candidate Experience book (20% discount code is KOGANPAGE20) Schedule time with Kevin Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network

Organizations are making efforts towards a fair and candidate-friendly interview process that involves consistent structured interviews across job types to reduce bias. The highest-rated CandE Winners in Talent Board's benchmark research conducted structured interviews more frequently and achieved higher positive candidate ratings and perceived fairness. Providing candidates with information on their job fit and candidacy status at the end of the interview day resulted in a 71% increase in their willingness to refer others. CandE-winning companies establish follow-up dates with finalists and provide feedback to candidates, usually finalists in the interview stage, more often than all other companies combined. Giving feedback to candidates pays off significantly for employers, as explored in this episode.   Additional Resources Learn More About Talent Board Connect with Kevin on LinkedIn Download research reports Participate in their benchmark research Learn more about Talent Board programs Order our Candidate Experience book (20% discount code is KOGANPAGE20) Schedule time with Kevin   Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network

Referrals are the most significant advantage for employers, as a positive and equitable candidate experience significantly increases the likelihood of receiving referrals. Even candidates who are not selected but had a positive experience may still become brand advocates and referral sources. Referrals make up 20% to 40% of the workforce hired by employers, making them a crucial competitive advantage, particularly in the 2022 job market. Kevin Grossman, the President of Talent Board, shares data supported by research on how a candidate's experience affects the influence of a referral. Additional Resources: Email Kevin: kevin.grossman@thetalentboard.org Learn More About Talent Board Connect with Kevin on LinkedIn Download research reports Participate in their benchmark research Learn more about Talent Board  programs Order our Candidate Experience book (20% discount code is KOGANPAGE20) Schedule time with Kevin

Over the last decade or so, we've finally realized that the candidate experience isn't a one-off project; it is an ever evolving theme that runs through talent acquisition. Strategy, measurement, and continuous improvement are crucial. So what is the current state of the candidate experience worldwide, and what are the post-pandemic trends? I'm delighted to welcome Kevin Grossman back to the podcast as my guest this week. Kevin is the President of The Talent Board, the organizers of the Candidate Experience Awards, and ongoing global benchmark research into the candidate experience. He has a massive amount of data-based insight to share on how the candidate experience continues to evolve. In the interview, we discuss: The current trends in candidate experience Rising resentment Communication and feedback What is best practice? Examples of employers offering a great candidate experience Why more employers are giving feedback to finalists A fair interview process Internal mobility and retention The importance of pre-boarding Sustaining a quality experience over time Will AI improve the candidate experience in the future? Subscribe to this podcast in Apple Podcasts.

The current candidate market is volatile and intense, making it difficult for employers to recruit and retain talent. To address this challenge, many companies are focused on improving the pre-boarding and onboarding experience. CandE Winners and other benchmark research companies report that a small percentage (21%) of candidates are provided with multiple options to communicate goals, meet key team members, and get their questions answered prior to their start date. Companies that offer a positive pre-boarding and onboarding experience are more likely to retain their new hires. When candidates have a positive experience prior to their start date, their willingness to stay with the company increases by 92%. Listen in to understand the importance for employers to enhance their pre-boarding and onboarding process to ensure that new hires have a positive start and are more likely to stay with the company. Additional Resources: Email Kevin: kevin.grossman@thetalentboard.org Learn More About Talent Board Connect with Kevin on LinkedIn Download research reports Participate in their benchmark research Learn more about Talent Board  programs Order our Candidate Experience book (20% discount code is KOGANPAGE20) Schedule time with Kevin

Candidate experience isn't just about creating happy candidates, because the only happy candidates an employer will ever have are those they hire, not those they don't. And most candidates aren't hired for any given job they're interested in. Whether your applicant to hire ratio is 25:1 (1 hire per every 25 applicants), 50:1, or 100:1, there are a lot of candidates who don't get hired. This may also include those current employees who have applied for another role internally, and then they don't get that new role. The aggregate experiences of those who don't get the job can and will most certainly impact your business and your brand. So, if they're not happy getting the job, the next best thing is if they feel their experience was positive and fair. And if and when they do, they're more likely to try again in the future, refer others, have brand affinity, and for consumer-based businesses, they're more likely to be a customer. Additional Resources: Email Kevin: kevin.grossman@thetalentboard.org Learn More About Talent Board Connect with Kevin on LinkedIn Download research reports Participate in their benchmark research Learn more about Talent Board  programs Order our Candidate Experience book (20% discount code is KOGANPAGE20) Schedule time with Kevin

GGG Unleashed is a series featuring expert advice from industry thought leaders on how to adapt, grow, and thrive in the never-normal world we live in. Our latest series partner is Kevin Grossman, President of the Talent Board, where they are experts in elevating the candidate experience. When it comes to recruiting and hiring, there's an ugly truth no one likes to acknowledge—most candidates won't get the job they're interested in. HR and talent acquisition professionals are the ones who have to deliver the difficult news to prospects. How these moments of rejection are handled makes up not only your candidate experience but also the initial impressions of your employer brand. That's just one example of how critical candidate experience is. In his monthly episodes, Kevin will challenge what you thought you knew about recruiting and hiring practices and share what must be done differently in this new talent landscape. Follow wherever you get your audio.

With companies still scrambling to fill open jobs and spending over $25 billion, why do candidates still get the heebie-jeebies when they apply for a job? You would think employers would have figured out how to create a candidate experience that is not all FCDD* up (Frustrating, Confusing, Disappointing, Distracting.)   Unfortunately, the results of the just released 2022 North American Candidate Experience Benchmark Research Report reveals a troubling trend: candidate resentment is on the rise. WTF is going on?   To help make sense of the state of the candidate experience, we welcome back Kevin Grossman, president of The Talent Board, to share highlights of their industry leading research and reveal a few of the Top 10 Takeaways.

What are the 4Qs?  (1) Three favorite films. (2) An underrated film. (3) An overrated film. (4) A lesser-known film people should seek out. Kevin Grossman jumped onto Zoom to discuss his film "Me Is You," a great piece that rocked the Sherman Oaks Film Festival in 2021 and took home the Programmer's Prize for Uniquely Original Filmmaking.  This excellent short is in Season 7 of the Discover Indie Film TV Series on Amazon Prime Video! As long as Kevin was on Zoom for his interview, of course I had him answer the 4Qs above. You can follow Kevin at @kevothegrossman Learn more about his projects at @the_underground_theater @coolcutsinc Discover Indie Film Links DIF Website  - DIF Instagram  - DIF Facebook  - DIF Twitter 

Kevin Grossman brought his film "Me Is You" to the Sherman Oaks Film Festival in 2021 and took home the Programmer's Prize for Uniquely Original Filmmaking. I'm proud to say that this excellent short is in Season 7 of the Discover Indie Film TV Series on Amazon Prime Video!  "Me Is You" is smart, funny, and completely original. Kevin and I hopped onto Zoom to do this interview.  I hope you enjoy listening as much as I enjoyed recording it. Discover Indie Film Links DIF Website  - DIF Instagram  - DIF Facebook  - DIF Twitter 

On this episode of Science 4-Hire, I'm joined by none other than Kevin Grossman, president and board member at Talent Board and expert on all things candidate experience. Every year, Grossman leads Talent Board's benchmark research to identify trends and best practices in what makes a good candidate experience journey.What does Talent Board's research reveal about candidate experience? There are three essential elements: Sending timely rejections, providing consistent communication and offering feedback. Want to learn how these things are best reflected in your talent assessment program? Listen to the full conversation to learn more about the candidate experience.

In our first episode of Season 2, Kevin Grossman and I talk about some of the major pitfalls in the Candidate Experience, what companies are nailing it and capturing data on candidate drop-off points. We know A LOT of people have said this, but we are saying it again, go apply for your own jobs to see what the experience is like.

Conventional wisdom says that the lower a position appears on an organization chart, the worse that organization treats the applicants for that role. The candidates receive little to no personalized attention, are forced to interact with dehumanizing technology, and often hear nothing back if they're not hired and, sometimes, not even after they've applied. Yet, research from The Talent Board indicates the opposite: candidates who are applying to early career roles with employers who are hiring at scale are reporting better candidate experiences than those applying to roles with more requirements and which are less likely to be a part of a high volume hiring program. Today's guest, Kevin Grossman, is the President of the Talent Board, a non-profit that has used a carrot instead of stick approach to encouraging employers to deliver a better candidate experience. In this episode, Kevin discusses what today's hourly candidates are experiencing including their communications with employers, how many minutes it takes to apply to an average role, and why some employers are having an easier time than others attracting the candidates they need both in terms of quality and quantity. The answers may surprise you. Learn more about your ad choices. Visit megaphone.fm/adchoices

The HR Indiana Conference is one of the largest regional human resources conferences in the United States. For the 1st time in 3 years, everything will be in-person and under one roof! There are over 50 speakers scheduled, including keynotes from Marc Effron, Doris Kearns Goodwin, and Val Grubb, plus 50 concurrent sessions. No matter if you are just starting out as an HR Generalist, or you are a Senior VP of HR, HR Indiana has just the right education for you.   Joining Geeks Geezers and Googlization co-hosts Ira S Wolfe and Jason Cochran for this special live stream episode will be the 2022 Conference Chair, JoDee Curtis. Ira and Jason will also be speaking at the event.  Ira: Monday, August 29, No App to Adapt Jason: Monday August 29, Creating Ideal Employee Experiences - 4 Principles Connection You can learn more about Indiana SHRM's HR Conference at https://hrindianashrm.org/conference. Past Geeks Geezers and Googlization guests who will also be speaking include Marc Effron, Kevin Grossman, Vivian Blade, and Jodi Brandstetter.  

Get your early bird tickets now at https://cande-events.org/register/ . The 2022 CandE Awards + TalentNet Live Conference will be held November 2-3, 2022, in Dallas, TX, at The Westin Irving Convention Center at Las Colinas. This is the must-attend event for HR and Talent Acquisition leaders and their teams who have worked hard to improve recruiting, hiring, and the candidate experience in a highly competitive and difficult market. Talent Board, the first non-profit research organization focused on the elevation and promotion of a quality candidate experience, has partnered with TalentNet Live to hold its first in-person conference since 2019! Day 1 – November 2, 2022 Bring your successes and challenges to share with and learn from others in the recruitment industry. This half-day workshop is reserved for TA leaders and their teams to interact with peers and participate in moderated discussions focused on what is working and isn't in recruitment today. The session will be held in the afternoon at Celanese (walkable distance to the Westin). Ending the day on a fun note, unwind, mix, and mingle at a cocktail hour held after the workshop back at the Westin before heading out for your dinner plans. Day 2 – November 3, 2022 Kicking off the main conference event at the Westin in the morning is an inspirational keynote from Leslie Maxie — a 1988 US Olympian and an international speaker whose motto is, “Excellence is not an accident.” Leslie's keynote presentation will inspire attendees with the message that no matter what happens in the world, bold resilience is the key to purposeful excellence in the world of work, recruiting, hiring, and retention. The rest of the day will include informative sessions from practitioners and solution providers focused on improving recruiting, hiring, and the candidate experience. Speakers and panelists will include industry influencers and past CandE-winning companies like Southwest, Celanese, AT&T, and others. We'll have more speaker announcements soon! Start the evening celebration with a special attendee cocktail reception followed by the CandE Awards dinner honoring the winners of the 2022 CandE Awards program (to be announced early September 2022). The reception and dinner is a perfect time to meet up and socialize with peers, meet new friends and celebrate elevating and promoting a quality candidate experience! Talent Board President Kevin Grossman and TalentNet Founder Craig Fisher will be the 2022 CandE Awards + TalentNet Live Conference emcees. Look for our event nickname #CandENet on the social channels. Make sure to share #CandENet with your networks! Register for the 2022 CandE Awards + TalentNet Live Conference today!

Do you truly understand your application and candidate experience? Might be more important now than ever, right? Kevin shares his experiences digging through yearly data and spotlighting all the companies who are doing this well. He also shares his path to authoring Candidate Experience from both a research and practitioner viewpoint. Check It Out Here!Buy CANDIDATE EXPERIENCE: How to Improve Talent Acquisition to Drive Business Performance Connect with Kevin:https://www.linkedin.com/in/kevinwgrossman/https://www.thetalentboard.org/Bio: Kevin W. GrossmanKevin W. Grossman is the President of Talent Board and the Candidate Experience Awards. Founded in 2011, it's the first nonprofit research organization focused on the elevation and promotion of a quality candidate experience with industry benchmarks that highlight accountability, fairness and business impact around the world. Kevin has over 23 years of domain expertise in the human resource and talent acquisition industry and related technology marketplace. He's been a prolific industry writer since 2004 and his first business book on career management titled Tech Job Hunt Handbook was released in December 2012 from Apress. His second book titled Candidate Experience: How to Improve Talent Acquisition to Drive Business Performance was released in June 2022 by Kogan Page. Kevin holds a B.A. in Psychology from San Jose State University, is an HCI certified Talent Acquisition Strategist (TAS) and Human Capital Strategist, and has learning certificates from eCornell on HR Analytics and Diversity and Inclusion. Kevin also writes regularly about positive parenting leadership at GetOffTheGround.Support the show

To say that talent acquisition is challenging these days is a blinding flash of the obvious. Why it is so difficult seems to be where all consensus disappears. The convergence of a tight labor market and shifting worker expectations have certainly contributed to a record-setting number of job openings and quits. But there is another serious contender for the reason why your business isn't attracting enough qualified applicants: candidate resentment. Hosts Jason Cochran and Ira S Wolfe are excited to welcome back Kevin Grossman and Adela Schoolderman, co-authors of the new book “Candidate Experience: How to Improve Talent Acquisition to Drive Business Performance,” to update you on what they've learned from interviewing over 1.25 million candidates from over 1,200 employers and what it takes to become a candidate experience champion. Other Resources: Download Ivanti 2022 Report: The Need for Improved Digital Employee Experience Join Googlization Nation Visit The Talent Board

In early 2022 the Process Street team attended HR Transform at the MGM Grand in Las Vegas.We had a great time hanging out with customers and touting the benefits of process over project management. During the conference, Vinay Patankar (Process Street CEO) was thrilled to be invited to speak on a panel about employee onboarding, headed up by Kevin Grossman of Talent Board.The speakers were:Vinay Patankar, CEO and Co-founder of Process Street.Danielle Monaghan, VP Global Talent at Uber (now Google)Greg Russell – Head of Talent at SnapdocsThe focus of the conversation was “prioritizing onboarding to help boost retention“.Key points discussed during the panel included:How preboarding helps retentionCandidate participation in preboardingHow tech make onboarding feel personalLack of visibility into onboarding can be costlyEnsuring retention must be an ongoing process

This subject of how to create a great candidate experience is something that is relevant to every hiring manager today. As shifting work environments change, the introduction of EDI becomes standard across companies and more employees seek benefits outside traditional compensation, hiring managers need to know what it takes to create a great candidate experience. Kevin Grossman, the President of Talent Board knows a lot about talent acquisition. First started in 2011, the nonprofit company is a research organization that's focused on the elevation and promotion of a quality candidate experience. They bring together benchmarks that highlight accountability, fairness and business impact around the world. In this episode, Kevin shares trends in talent recruitment, the importance of communication during the hiring process, and why managers need to be in contact with new hires the minute an employee accepts their letter of offer. Key Points From This Episode: High level trends in recruitment and attracting talent Communication during the hiring process matters The gap between application and response times The honeymoon period and high turnover rates Balance between automation efficiency and the human experience Talent Board: https://www.thetalentboard.org/ LinkedIn: https://www.linkedin.com/in/kevinwgrossman/ Twitter: https://twitter.com/KevinWGrossman Leveling Up For more links, visit getmarlow.com/podcast

Attracting top talent is undoubtedly essential for any business, but without a positive candidate experience, your recruiting efforts could be in vain. Kevin Grossman, President and Board Member of The Talent Board, breaks down exactly what contributes to the overall experience for candidates, the power of employing empathic communication, and how to keep talent engaged and inspired to do their best work. See the full episode at IQTalent Partner's YouTube channel.

How has Candidate Experience changed from 2021 to 2022? We all know that the market has rebalanced in favour of the job seeker in the past 12 months, elevating expectations on compensation and work flexibility - and likely reducing job seeker tolerance for poor and inefficient recruitment processes. What are candidates saying to us today and how are we to adapt? We are going to find out: - CX minimum hygiene standards in 2022 - Universal standard or Customised CX based on candidate source? - How does CRM improve CX? - What process inefficiencies are most problematic for UX - Has anyone solved the feedback problem? - How significant is 'candidate self serve'? - Job seeker agency, how do we shift the balance of power - Key steps to improve CX today All this and more..... With Chuck Solomon, Director of Employer Branding (LifeStance Health), Kevin Grossman, President (The Talent Board) & Christine Ng, Head of Talent & Media (Quantum Motion)   Ep147 is sponsored by Cronofy Cronofy offer an enterprise-ready suite of interview scheduling tools and ATS integrations. Using real-time availability they improve the candidate experience and speed up time-to-hire by arranging interviews in minutes.    For candidates, it's just two clicks to select a time. Recruiters can now coordinate interviews on behalf of hiring managers, to keep the hiring process moving, save even more time and deliver a slicker candidate experience. Save your team hundreds of recruiter hours every year using Cronofy - check it out and get more information here or  contact one of their friendly product team and ask for a demo  

This episode of Big Fish in the Talent Pool is inspired by some beginning-of-the-year introspection. In 2022, I am focusing on making a little more “space” for myself, my family, and my clients. By allocating time for my relationships, I have decided to pause the podcast, at least for a while. I thought a nice capstone before my break would be a recent conversation I had with Kevin Grossman at the Talent Board. We talk about PeopleResults, our TA practice, a little about my career, and the never-ending quest to improve the candidate experience. Over the last four years, I have been fortunate to interview TA Leaders such as David Reed of Vail Resorts, Carly Sanchez of Wells Fargo, Sylvette Sawyer of OpenDoor, Rob Dromgoole of Choctaw Nation of Oklahoma, Diana Barr of Boeing, Stephanie Zywien of General Motors, and Tim Streeter of (formerly) Whirlpool. Big leaders - all - and each with diverse views on industry best practices, their path to TA Leadership, and the latest TA technology. One final note, I am dedicating this capstone episode to my Grandma Svea (who is 100 and still kicking!) for modeling what it's like to pour your heart and soul into your work and your family. Thank you, Grandma! As always, many thanks to our Sponsors! Paradox/Olivia: www.paradox.ai ATAP: www.ATAPglobal.org RPOA: www.RPOAssociation.org ERE: www.ere.net Topics Discussed: Improving the Candidate Experience Outsourcing technology with RPO partners Data as the great equalizer Connect with Erin Peterson Erin is a Talent Acquisition Consultant, Interim Leader, and RPO Advisor with PeopleResults. She has led TA and RPO globally for some of the most successful organizations in the world including Accenture, Aon Hewitt, and Amazon. She translates her unique global experience to help clients with TA strategy, employment branding, onboarding, candidate experience, and recruitment process outsourcing (RPO) decisions. Connect on Social Website: https://www.people-results.com LinkedIn: linkedin.com/in/erinpeterson Twitter: https://twitter.com/ErinMcPeterson

In this episode of Science 4-Hire, Dr. Charles Handler is joined by Kevin Grossman, president and board member at Talent Board, to discuss improving the overall candidate experience.

Why is the candidate experience so important? Mike Sipple Jr's guest on the Talent Magnet Leadership Podcast, Kevin Grossman, shares the answer in this week's episode. Kevin is the current President and Board Member at The Talent Board. He is a certified Talent Acquisition Strategist, and a Human Capital Strategist with over twenty years experience. In this must listen conversation, Kevin dives deep with Mike into why leaders should care about candidate experience, and the impact it has on our organizations. Kevin shares that The Talent Board was created to carry out survey research on companies' performance and give them awards based on their ratings. It's also about getting benchmark data for them to understand what their strengths and weaknesses are based on the feedback from candidates who were not hired. [1:36] There are four key metrics that make up Kevin's audit: the overall rating from candidates, how likely candidates are to apply again, how likely they are to refer the company to others, and what kind of relationship the candidates intend to have with the company going forward. “Application finalists are willing to refer if they perceive everything was fair and they have positive sentiment,” Kevin tells Mike. [5:12] Leaders should focus on creating positive and fair experiences for candidates during the application process, including communicating feedback to finalists who are rejected. This contributes to higher positive ratings. [9:25] Leaders need to take candidate experience seriously because many candidates become future clients depending on how we made them feel, and how we treated them. [16:27] As our businesses and organizations grow, we need to scale and invest in automation. During the application process this means that we need to have a system to quickly sift out applicants who don't fit the criteria of what we're looking for. [17:34] The candidate resentment rate, where candidates express no desire to work with a particular employer again due to a poor experience, plummeted in 2020. Kevin shares that this was due to employers and companies being pushed into a forced level of transparency. This transparency, coupled with continuous empathetic communication, garnered sympathy from candidates. [20:20] Kevin shares tips and recommendations for companies navigating through lots of negative feedback. [27:03] As leaders, we need to invest the same effort and time, and thoughtful communication  into our employees as we do our customers, as well as those who aren't our employees who will experience our brand in some way in the future. [30:01] Resources Mike Sipple Jr. | LinkedIn | Twitter Kevin Grossman | LinkedIn | Twitter  Talent Board

Kevin Grossman with Talent Board shares why he thinks not leveraging candidate referrals is a mistake.

Today we have a good friend of mine on the show. Kevin Grossman is here from the Talent Board to talk about the 2020 North American CandEs Benchmark Report. I've known Kevin for a long time and this is going to be a great conversation.He'll take us a little bit into the candidate experience and what we've learned in this particular report.

Candidate Experience has been a regular topic on this podcast as long as this podcast has existed. People often get frustrated that we keep having to talk about it as poor candidate experiences still persist for many. However, improving the candidate experience isn't a single time-limited problem; it is an ongoing process that evolves in line with expectations and technology. With that in mind, talent acquisition teams must treat candidate experience strategically as a science rather than as a one-off project. My guest this week is Kevin Grossman, President of The Talent Board, the organisers of the Candidate Experience Awards. The Candidate Experience Awards have been running for ten years now, and Kevin has a massive amount of valuable data-based insights to share on how the candidate experience challenge has been evolving. In the interview, we discuss:    ▪   The methodology and data behind The Candidate Experience Awards    ▪   Candidate Experience as an ongoing challenge, not a single problem    ▪   Transparency and feedback    ▪   The challenge of sustaining a high-quality experience    ▪   How the pandemic has increased transparency    ▪   The rise of recruiting automation and how it is improving the candidate experience    ▪   Taking a more scientific approach    ▪   How chatbots are filling the communication gap    ▪   Technology doesn't fix flawed processes.    ▪   What might the future look like Listen to this podcast on Apple Podcasts.

Welcome to the CXR channel, our premier podcast for talent acquisition and talent management. Listen in as the CXR community discusses a wide range of topics focused on attracting, engaging and retaining the best talent. We're glad you're here. Chris Hoyt, CXR 0:18Alright, everybody, welcome to another CareerXroads podcast, we're actually doing a little bit something a little bit different here, we're going to do a recap. The idea we just we have just wrapped up our first 2021 Candidate Experience meeting with our members members only meeting but we are going to just spin some wisdom into the stratosphere of the internet. And talk a little bit about a couple of big things we took away. We've got some guests with us. But let me first tell you who's on the line, obviously, myself president of crossroads, Chris Hoyt, but we've got Gerry Crispin, the founder of CareerXroads. Gerry Say hello to everybody. Gerry Crispin, CXR 0:54Hi, hi, everyone, Chris Hoyt, CXR 0:55The godfather of talent acquisition, he needs no further introduction. But in addition, we had a guest speaker today. And it was Kevin Grossman of the talent board and the candidate experience where it's Kevin, how are you? Kevin Grossman, CandEs 1:07Great. Glad to be here. Thank you for Thanks for having me. Chris Hoyt, CXR 1:10Yeah, we had a fun time. So it was really helpful. Had you do a quick presentation on a couple of elements today. So we're really appreciative of that. Thanks for joining us. Kevin Grossman, CandEs 1:17Absolutely. Chris Hoyt, CXR 1:18All right. And Merrie, who are you? Who are you with? Merrie Gebhardt, Nielsen 1:21Hi, I'm Merrie Gebhardt. I'm with Nielsen coming to you from New York City. And I lead our talent acquisition operations globally at Nielsen. Chris Hoyt, CXR 1:29Fantastic. appreciate having you here. Tiffany, Tiffany, you might be the newest addition to Church and Dwight, from a talent acquisition perspective. Give us a little bit of info about yourself. Tiffany Reyes, Church and Dwight 1:40Yeah, so my name is Tiffany Reyes I am the TA Operations Manager for Church and Dwight. I'm having a great time. I'm learning a lot of great things. So thank you for having me. Chris Hoyt, CXR 1:51Welcome. Welcome to the membership. Welcome to Church and Dwight. So it's nice to see you over there. And Brooks. We know you, we love you. We've known you for a long time. tell the audience who you are and where you're at Brooks Thurston, Trane Technologies 2:02So I am Brooks Thurston. I am with Trane technologies, and I am the talent acquisition and global process lead. Chris Hoyt, CXR 2:09Awesome. Thank you so much everybody for being on. So today, we focused on four sort of elements with our membership of the candidate experience, we focused on four pieces, and it was sending expectations. It was customized communication. It was the feedback loop. And it was interview prep. That was the last one. So not necessarily in the order that they happen, hopefully. but so did anybody have any big I got a couple of things that were interesting for me. But did anybody have something that stood out today or a takeaway from the meeting or the way that we did that? Merrie Gebhardt, Nielsen 2:48I think from from a candidate experience perspective, a lot of the things that we talked about today, we've talked about on our team. But what came out to me was being able to serve as an advocate to the business and to our leadership teams and our stakeholders to make sure that our recruiters have rec loads that are realistic to be able to have a lot of these things and to add a lot of these things as a part of the candidate experience to deliver that feedback to set those interview expectations. It's really going to be a requirement in order for us to add those to our experience. Chris Hoyt, CXR 3:25Yeah, yeah, it's definitely call out. Brooke, I can see you're dying to say something. Brooks Thurston,

Whether they are hired or not, do your job candidates walk away feeling like they mattered?  Are candidates who are not hired motivated to apply again or become customers? Does your candidate experience create loyal enthusiasts or unhappy, resentful customers?  For the 3rd consecutive year, Geeks Geezers and Googlization welcomes back The Talent Board’s Kevin Grossman to discuss the key candidate experience takeaways from the just-released 2020 Candidate Experience Research Report, a survey from over 152,000 candidates across 133 North American companies. Don’t miss this episode to learn what you need to know to attract, engage, and convert job seekers into brand promoters and raving fans (even those applicants not selected!)

Kevin Grossman is the President of Talent Board HR, a non-profit organization focused on the elevation and promotion of a quality candidate experience. Kevin shares a story of how he got into the HR recruiting space by having a bad experience working with a potential employer and how it led to creating better experiences to recruit top talent. “It's important to be wooed by the company. The experience starts even before day 1” Kevin sees the future of recruiting and is lengthening his stride towards it. Pre-COVID, we had the lowest unemployment in decades, we were only measuring talent in a growth market and talent resentment was on the rise. In the now of work, the numbers fell off a cliff and millions of people are out of work. Kevin views it as a chance to reset and rebuild a better employer brand and experience for candidates. Thanks for a great episode Kevin! Connect with Kevin: https://www.linkedin.com/in/kevinwgrossman/ Talent Board https://www.linkedin.com/company/the-talent-board/

It’s early April 2020, and the working world continues to exist remotely and the recruiting world continues to sail in completely uncharted territories. We’re seeing some companies lay off and furlough their entire staffs, while we’re seeing other companies the can’t hire fast enough. As a result of all of this work and life flux, we’re seeing a lot more attention turning to A.I. My guest this week, Kevin Grossman, is the President of The Talent Board, one of the leading organizations helping talent professionals navigate these new waters. Kevin and The Talent Board are teaming up with Wade & Wendy on April 16th to host a free and informative panel discussion about AI recruitment technology that can create a digital-first recruiting process (SHRM and HRCI credits for attending!).He’ll be talking with other industry icons, such as Jason Roberts from Accenture, Mark Berkowsky from Equitable, and Drew Austin of Wade & Wendy. I hope you join us on April 16th, at 2pm, and of course, hope you enjoy this week’s episode! Take care!https://www.thetalentboard.org/events/how-ai-automation-enable-recruiting-teams-in-flux-to-adapt/

Kevin W Grossman, is the talent board president and board member, responsible for the candidate experience awards worldwide. He is also the co-host of the #worktrends podcast, with Talent Culture. In this podcast, he has beautifully coined the importance of transforming a candidate experience altogether!

A job candidate should walk away from the recruitment experience feeling good, even if rejected. Unfortunately for many companies, the results are horrifying. Candidate resentment has increased 40% since 2016. Candidates exit the process not just disappointed but resentful. That's not just bad for HR but bad for the brand, the business, and the bottom line. To understand how some companies are responding, we spoke with two leaders from The Talent Board, Kevin Grossman and Gerry Crispin.

A job candidate should walk away from the recruitment experience feeling good, even if rejected. But despite billions of dollars invested in HR technology and countless human hours spent working on improvement, many candidates walk away disappointed, resentful, and even angry. According to The Talent Boards 2019 Research report, candidate resentment has increased 40 percent since 2016. That should be horrifying news since resentment means 71% of rejected candidates will tell their inner circle and one-third will publicly shame you on social media.  That’s not just bad for HR but bad for the brand, bad for the business, and bad for the bottom line. To better understand the state of candidate experience 2020 and how some companies are responding, converting resentful detractors into a positive relationship and referral partners, listen to two of the leading experts on talent acquisition and candidate experience: The Talent Board’s Kevin Grossman and CareerXRoad’s Gerry Crispin.

Today on the #WorkTrends podcast we’re talking about candidate experience — and why it’s so important for companies to understand its importance and value. Companies that work on shaping a great candidate experience are notably ahead of the curve when it comes to not only employee engagement and performance, but also an increased customer base, more, and better employee referrals, higher revenue streams and a positive social presence — all of which in turn contribute to a higher profile, more appealing employer brand. And so it goes. Our guest is TalentCulture’s good friend and colleague Kevin Grossman, who has been instrumental in how we perceive candidate experience and everything it entails. He’s bringing with him the results of the 2019 North American Research Report — and this is information we all need.

E43 Improving the Quality of the Candidate Experience with Kevin Grossman At one time or another we have all been looking for a new job, which means the emotional roller coaster of submitting job applications, resumes, and going through the interview process. This can be a very stressful time for applicants, but also can have a big brand impact on the organizations that are hiring if they don't provide a good experience. In this episode we discuss how to improve the quality of the candidate experience ... what organizations can do to improve the process, and what candidates can do to keep the hiring process in perspective and remain positive during the roller coaster of finding your next job. We are joined by Kevin Grossman, the President of The Talent Board, a non-profit organization focused on the elevation and promotion of a quality candidate experience.

At one time or another we have all been looking for a new job, which means the emotional roller coaster of submitting job applications, resumes, and going through the interview process. This can be a very stressful time for applicants, but also can have a big brand impact on the organizations that are hiring if they don't provide a good experience. In this episode we discuss how to improve the quality of the candidate experience ... what organizations can do to improve the process, and what candidates can do to keep the hiring process in perspective and remain positive during the roller coaster of finding your next job. We are joined by Kevin Grossman, the President of The Talent Board, a non-profit organization focused on the elevation and promotion of a quality candidate experience.   #fireandearthpodcast #recruiting #jobs

What will it be in 2019-an exceptional candidate experience or costly candidate resentment? Join us on this 1st show of 2019 with our guest Kevin Grossman, The Talent Board President. Kevin shares early survey results from their soon to be released 2018 Candidate Experience Research report. The conclusion: creating the optimal candidate experience is no longer optional. It's not only starting to impact recruitment results but company performance and revenues. Don't want to miss this interview.This show is broadcast live on Wednesday's at 1PM ET on W4CY Radio – (www.w4cy.com) part of Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Founded in 2011, Talent Board wanted to shed light on companies that were attempting to improve the candidate experience. About 3 ½ years ago, our guest on today’s show, Kevin Grossman, was approached with the offer to run and scale the program. Working with hundreds of employers around the world, Talent Board is a not for profit institution that works to continue educating employers on how to elevate the candidate experience during the recruitment process. Regardless of company size and culture, companies that are investing more in communication have access to more qualified candidates, as well as higher rates of retention. In 2018, 60% of candidates received an automated email turning them down. 20% of candidates received a personal email with the news. 10% of candidates received a phone call. Now, obviously for large scale companies or any business that hires in mass quantities throughout the year, a personal phone call to each rejected candidate is not feasible. Often, automation needs to be used when it comes to turn-down responses. However, it’s important to remember that tech is only as good as how it is being utilized. For example, triggering automated responses at the right time and tweaking the automation so that they are more personalized in style can make all the difference. Another concerning issue is in regards to companies “ghosting” candidates. Over 52% of candidates claim that they didn’t receive any sort of response to their application. Not an automated cold email, nor a personal email, and definitely not a phone call! Businesses would be wise to remember that candidate resentment from a poor interview experience directly affects the chance that they will continue purchasing or consuming products from the company itself, as well as risking their resentment spreading into negative reviews of the business among family and friends. Power has shifted to candidates, and if companies don’t acknowledge this, they may just start to see a shift in their retention of, and access to, qualified candidates. At the end of the day, it’s not automation or tech that’s killing the candidate experience. It’s the absence of communication and the lack of providing them with definitive closure at the end of the day. Candidates just want to know - are you going to choose me or not? Check out Kevin Grossman and the rest of Talent Board at: www.thetalentboard.org

Find out how to have the competitive edge in recruiting from Kevin Grossman of Talent Board. Kevin shares what Talent Board’s wealth of data says about how candidates and recruiters feel about the process. Discussion of how both negative and positive feedback is magnified by media platforms in the age of new technology suggests that fine-tuning recruitment is more important than ever before. Kevin advises on how to encourage candidates to apply and re-apply.

On a warm sultry day in central New Jersey I drove down I-95 to New Brunswick just past the campus of Rutgers University and near the headquarters of iconic corporate brand, Johnson & Johnson, to attend a Candidate Experience Workshop run by Kevin Grossman and his team from the Talent Board. The Talent Board is non-profit organization focused on the elevation and promotion of a quality candidate experience. Along with Gerry Crispin and other familiar faces we sat under tents on the immaculate grounds of an executive retreat house often used by J&J senior staff.  In this exclusive audio from the event you will mostly hear from Kevin as he addresses the crowd and covers some statistics from their annual survey as well as other tips and stories from the hiring world.

Sesil Pir, the Founder of WhirlingChief shares what trends are happening in the workplace, as well as what companies and business leaders need to be thinking about as they look to the future. Kevin Grossman, the President of Global Programs at Talent Board HR talks about some of the trends he is seeing in the workplace. He also talks about the importance of companies improving the candidate experience and how this can impact the employer brand.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Sesil Pir, the Founder of WhirlingChief shares what trends are happening in the workplace, as well as what companies and business leaders need to be thinking about as they look to the future. Kevin Grossman, the President of Global Programs at Talent Board HR talks about some of the trends he is seeing in the workplace. He also talks about the importance of companies improving the candidate experience and how this can impact the employer brand.

Kevin Grossman is running for Tacoma City Council, Position 4, representing the East Side. We talk to him about rescuing cool, old, buildings and his experiences previously serving on the City Council in Shoreline. Kevin...

Listen to this episode of the CPSA's Sales Talent and Recruitment show to hear from Kevin Grossman and guest expert, John Hirth on the dos and don'ts of hiring salespeople.

In this episode of the WorkingTech podcast, Kevin Grossman talks with Ultimate Software’s Serior Director of Product Strategy, Pat Pickren.

With most candidates being rejected in a recruitment process, plenty of people will have things to say about your company. One way to make sure they're saying good things, is to focus on the candidate experience. I've chatted with Kevin Grossman of the Talent Board and The Candidate Experience Awards to get some details. Questions for Kevin: Who are you and what do you do? Candidate experience - what is it? How is consumer experience similar to candidate experience? Which comes first: Candidate Experience or Employer Brand? Tell us about the Candidate Experience Research Report? Top level findings Regional differences What can we learn from companies doing it right What are some pitfalls to avoid? How can we measure ROI on candidate experience? What’s the next big thing? Where can people connect with you? Read the show-notes article: http://employerbrandingpodcast.com

In this HRchat episode, Bill Banham gets a chance to chat with HR blogger, influencer and speaker, Kevin W. Grossman. Kevin is the Talent Board Vice-President responsible for all aspects of the Candidate Experience Awards program and other Talent Board activities for North America. In partnership with The HR Gazette team, Kevin also produces and hosts the popular weekly Reach West Radio show.Kevin co-founded the TalentCulture “world of work” community with Meghan M. Biro and developed and co-hosted the popular weekly TalentCulture #TChat Show (radio show and Twitter chat).

Talent Board member Kevin Grossman @KevinGrossman join us at Lunch on DriveThruHR to talk about the #CandEs Awards and the Candidate Experience Symposium taking place 9/30-10/2 in Fort Worth. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals and their #ArtofFailure & #SuccessStories. The radio program is hosted by @williamtincup, @Thehrbuddy @TheOneCrystal & @MikeVanDervort.. Follow the #1 HR Talk show on the twitters at @drivethruhr & #dthr.

Kevin Grossman talks HR with  @bryanwempen @williamtincup & @thehrbuddy DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen @williamtincup and @thehrbuddy The #1 HR show, with amazing HR conversations and follow us on the twitters at  @drivethruhr and #dthr. http://www.drivethruhr.com/ http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://twitter.com/drivethruhr

04/19/2013 - Kevin Grossman at Lunch with DriveThruHR         @KevinWGrossman visits with @bryanwempen @williamtincup & @thehrbuddy about what is keeping them up at night. DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant to HR professionals.  Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and special guest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time.  The radio program is hosted by @bryanwempen @williamtincup & @thehrbuddy - tune in for great HR conversations and follow us on the twitters at @drivethruhr and #dthr http://www.drivethruhr.com/ http://www.facebook.com/drivethruhr http://www.linkedin.com/company/1651206 http://twitter.com/drivethruhr

HR Happy Hour 155 - 'Tech and the Job Hunt'  Thursday February 7, 2013 - 8:00PM EST  Call in 646-378-1086   Follow the backchannel conversation on Twitter - hashtag #HRHappyHour   The HR Happy Hour Show is back and this week we are really excited to welcome back to the show longtime friend, industry leader, and now new author Kevin Grossman to talk about his new book the Tech Job Hunt Handbook.   We are really excited for Kevin, and can't wait to talk with him about the new book, his take on the hiring and recruiting process as it sits today, and for him to share some ideas about how the game can be improved both for candidates, as well as for the organizations that desperately need to find and land the best talent.   Kevin has seen the tech job scene from every angle, and his ideas, experience, and insight are sure to benefit everyone in the HR/Recruting/Technology space.   So we hope you can join hosts Steve Boese, Trish McFarlane and our guest Kevin Grossman this week for what will be an interesting and important topic.

@KevinWGrossman .....Kevin Grossman visits with Bryan Wempen and William Tincup about HR and whatever else keeps him up at night with Corproate America. DriveThruHR more than not talks about Human Resources with HR professionals every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".

Kevin W. Grossman is the Chief Marketplace Evangelist at Fisher Vista, LLC and HRmarketer.com. Previously at HRmarketer.com for over seven years, Kevin returns to the firm after brief tours at the Glowan Consulting Group and Ventana Research. He now leads HRmarketer.com’s strategic B2B marketing and business development initiatives as well as advising HR and other B2B suppliers on marketing best practices and marketplace positioning. evin has more than two decades of business experience including over 10 years of HR marketplace experience, during which time he has helped hundreds of HR software and services companies grow their business. Kevin has published a children's book: short fiction and poetry and has his own blog about fatherhood and domestic violence awareness. Grossman hosts the popular Twitter Chat #TChat with Meghan M. Biro. I co-moderated the first Talent Culture Twitter chat, and have fond memories as a Talent Culture Blogger.

Kevin W. Grossman is the Chief Marketplace Evangelist at Fisher Vista, LLC and HRmarketer.com. Previously at HRmarketer.com for over seven years, Kevin returns to the firm after brief tours at the Glowan Consulting Group and Ventana Research. He now leads HRmarketer.com’s strategic B2B marketing and business development initiatives as well as advising HR and other B2B suppliers on marketing best practices and marketplace positioning. evin has more than two decades of business experience including over 10 years of HR marketplace experience, during which time he has helped hundreds of HR software and services companies grow their business. Kevin has published a children's book: short fiction and poetry and has his own blog about fatherhood and domestic violence awareness. Grossman hosts the popular Twitter Chat #TChat with Meghan M. Biro. I co-moderated the first Talent Culture Twitter chat, and have fond memories as a Talent Culture Blogger.

HR Happy Hour - Episode 95 - 'HRevolution 2011 Preview' Thursday April 14, 2011 - 8:00PM ET Call-in 646-378-1086 The 3rd HRevolution Event is coming up on April 29-30, 2011 in Atlanta, GA and promises to be a day of learning, connecting, and exploration of the most interesting and important issues facing Human Resources professionals today. On the show this week, we plan on taking about an HRevolution with an assortment of the event's creators, session leaders, and event sponsors that will share their perspectives on the upcoming event, offer some insights as to the topics they will be covering at HRevolution, and discuss why it is important for both practitioners and HR supplier partners to support these efforts. Just some of the folks that plan on joining us this week are Trish McFarlane, China Gorman, Kevin Grossman, Nate DaPore, Curtis Midkiff and more... If you are attending HRevolution 2011, then the show is a must-listen, even if you are not, you should check the show this week to hear what all the talk is about. It will be a fun and interesting show, and I hope you can join us.