SAN FRANCISCO, CA--(Marketwired - Apr 17, 2013) - Talent Board, a non-profit organization focused on the promotion and elevation of the candidate experience, today announced its open registration for the 2013 Candidate Experience Awards.

Designed to evaluate the job candidate experience companies offer through the recruitment cycle, the competition and benchmarking program enters its third year to recognize those organizations who implement outstanding strategies to provide a consistent and positive experience, and identify areas where generic recruiting practices fall short of candidates' expectations. Companies headquartered in North America can begin the confidential and complimentary registration process at:

"In just two years, Talent Board has helped businesses better understand the potential impacts of candidate experience -- whether positive or negative -- on their talent strategies and bottom line," said Elaine Orler, chairman and co-founder of the Talent Board, and CEO of Talent Function Group. "We are pleased to announce the 2013 North American program and to honor companies that provide a first-rate experience, strengthening their employment brands in the process."

Since its inaugural program in 2011, the Candidate Experience (CandE) Awards have grown significantly to 90 participating companies and 18 sponsors in 2012 in North America and an expanded program that kicked off in the U.K. last year. The competition consists of three survey rounds that are designed to recognize organizations that produce outstanding candidate experiences. Round One is a multi-dimensional survey designed to capture and evaluate the nominated company's recruitment processes and practices impacting the candidate experience. Initial registration is now open for companies headquartered in North America.

Companies that complete the first round process will receive access to Employer Benchmark data. Those that meet the standard for candidate experience will be invited to participate in the second round, where a random sampling of the company's 2013 job candidates will be surveyed. Companies that meet criteria for both rounds will be recognized as CandE Award winners. High scoring companies will be advanced to the final round and interviewed by the CandE Awards judging panel to determine areas of distinction. With Distinction honorees will be celebrated, along with all CandE Award winners at the HR Technology Conference and Expo in Las Vegas this October.

Steve Fogarty, senior manager of Employer Branding for adidas Group, two-time CandE Award winner, commented, "We are very excited for the 2013 Candidate Experience Awards. We are motivated by the data we received which helps us provide an even better candidate experience, so much so that we have already taken what we've learned and updated our global candidate experience policies, training and our own survey to constantly monitor our candidates' feedback. We are looking forward to continuing in the CandE Awards so we can benchmark ourselves against the industry at large. Good luck to all of the participants for 2013. This is an award we all want to win because our candidates deserve it!"

"Candidate Experience 2012," a white paper based on data collected during the 2012 CandE Awards program, provides insight on social recruiting expectations, job seekers' habits as they relate to sharing experiences over various media, awareness around referral programs, and exposed that employers are missing the opportunity to collect meaningful feedback from candidates at various stages in the process. The white paper is currently available for complimentary download to anyone who is interested in learning more about candidate experience best practices and trends:

About The Talent Board
The Talent Board is a non-profit organization focused on the elevation and promotion of a quality candidate experience. The organization, awards program and its sponsors are dedicated to recognizing the candidate experience offered by companies throughout the entire recruitment cycle and to forever changing the manner in which job candidates are treated. More information can be accessed at