Candidate Experience is Evermore Important!

This brilliant guest has been recognized as top 30 under 30 and is a linked in top marketing, career management and HR voice with 12,000 plus followers reaching 2 million across 70 countries. Join this amazing conversation about, about a what candidates want and how we can improve candidate experience.

 

Contact – Matt

LinkedIN - linkedin.com/in/matt-parkin

 

Leighann Lovely  00:20

HR professionals, business owners and operations at all levels are struggling to figure out what needs to change. Our system has been shocked practices have been questioned, and conversations are finally happening. We all know there has been a huge shift in what people want. inclusion and diversity are common phrases. But often misunderstood generations are coming together more than ever on what's important. Mental health has been brought to the forefront of everyone's mind. Let's humanize these conversations. Let's talk about what's important for employees to be successful in life and at their job and how companies can create an environment to allow them to do both because successful people will make up a successful workforce. I'm Leighann lovely. Let's get this conversation started.  My guest today, Matt Parkins, has been recognized as a top 30 under 30 and is a linked in top marketing, career management and HR voice with 12,000 plus followers reaching 2 million across 70 countries. He helps entrepreneurs and executives tell their story to grow their personal brands on LinkedIn and coaches ambitious professionals to reach their full potential. Matt is actively involved in the community as an entrepreneur mentor for the City of Toronto Small Business Center, and several university entrepreneur programs. His HR thought leadership has been featured in publications such as LinkedIn news and HR dot coms, talent acquisition, talent management and human experience excellence publications. Matt, thank you so much for joining me this morning. I am excited to talk with you.

 

Matt Parkin  02:08

Thanks. Hi, Leighann.

 

Leighann Lovely  02:09

So why don't you start off by telling the audience a little bit about yourself?

 

Matt Parkin  02:14

Yeah, so I broke into the HR space a few years ago, working in the HR consulting space, got to work on a lot of cool projects related to learning and development and equity, diversity and inclusion, as well as org design. But while I was there, I came across a cool HR technology startup, and thought it'd be cool to break into the HR technology space to continue helping HR leaders fall from the biggest challenges of today, specifically related to talent acquisition and recruiting. I know when I was a job seeker, I got very frustrated by the job application process. And having been a hiring manager and gone through hundreds and hundreds of resumes, I know how painful it is to go through that process. And so coming to work at a startup that is adjusting and changing the talent acquisition process to improve the candidate experience for candidates and make it more efficient for employers. Something that was really exciting for me, over the last couple of years, I've had thought leadership featured in hr.com. And been contributing and advising several different companies as well as industry association. So super passionate about the space and happy to connect today to share some learnings and research findings on how folks can improve the candidate experience and employer branding.

 

Leighann Lovely  03:32

That's awesome. And I love that you just mentioned that as the hiring manager. And as candidates, you know, we're frustrated with that. So pulling those two things together. You know, really, you're coming from, you know, point of view where you've had hands on experience with that. So you're able to now, you know, be an aside of really being a consultant to say, Okay, well, I experienced this and if I experienced this, that means that hundreds of 1000s of other people have to have experienced this and it is frustrating. It is frustrating, not only for the hiring managers, I'm sure. Well, I know. But also the candidates who, you know, want to find a job hiring managers, companies want to hire the people, right? And how do we easily put those two together in order to just make that process easier so that people aren't being lost? Resumes aren't being lost in the shuffle. And candidates aren't being turned off simply by the process of accompany without having a company spend hundreds of 1000s of dollars to overall you know overhaul their systems right so But it needs to be done. But how do you do it in a reasonably in a cost effective manner to you know, to improve these, you know, processes. So you you've been at, you know, helping an organization find it's called find work for what what about a year and a half, which is an aw