Your candidate experience—from career sites and assessments to interviews, hiring process, onboarding, performance, and compensation—relies heavily on your online presence. Collectively these experiences can impact your company’s employment and consumer brand perceptions.

In Businesses losing customers due to poor recruitment practices, SHL reports nearly half of UK adults surveyed: had a negative view of an organisation following an unsuccessful job application. And that experience has additional negative business ramifications: Retailers at risk of losing customers through poor recruitment practices.

Staffing.org’s 2010 Corporate Recruiting Report found even higher numbers of applicants expressing frustration, noting Problems in the Recruiting Funnel.

Universum’s Rejection Machine, the Last Recruitment Taboo? focuses on students and cautions “If the interaction is wrong, it could impact future hiring at a lateral level and, as recruiters are all too acutely aware – students today share their experience at the click of a button.”

All these reports deliver the numbers on why a superior candidate experience is an important investment because it’s a significant part of your company’s online reputation.

On the flip side, according to Microsoft Survey: Online 'Reputation' Counts, more than three quarter of hiring companies also look at a candidate’s personal online reputation.

This juncture of online presence between companies and individuals triggers multiple convergences and additional questions. To learn more about how these and other factors impact the talent pipeline, attend this Taleo sponsored HCI webcast:

The Intersection of Talent Pipelines and Workforce Plans
Sandy Soto, VP Talent Acquisition, Home Shopping Network
July 13, 2010 | 10:00 a.m. PT | 1:00 p.m. ET