Speaker Info

Kevin W. Grossman is the VP of Benchmark Research at Survale, responsible for candidate and employee experience benchmark research. Since 2011, the CandE Benchmark Research & Awards Program has focused on the elevation and promotion of a quality candidate experience, and has worked with over 2,000 employers and surveyed nearly two million candidates. In 2025, Survale acquired the CandEs from ERE Media; and in 2026, Survale will launch the EmployE Benchmark Research & Awards Program, based on the CandEs.

Kevin has more than 26 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 co-authored with Adela Schoolderman, a long-time TA professional, and released in 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 and personal leadership at GetOffTheGround, and he currently serves as a trustee on the Santa Cruz City Schools (SCCS) Board.

LinkedIn: https://www.linkedin.com/in/kevinwgrossman/

Kevin Grossman’s Session(s)

12:45 p.m.–2:45 p.m. PT —

Workshop B: Achieving Recruiting and Retention Success: How to Improve Hiring and Candidate Experience

Recruiting, hiring and retention strategies are all over the place. Recruiters are stressed out and candidate resentment continues to grow. One thing that never changes, is the need for a positive candidate experience.

Year after year, whatever the world looks like, Talent Board’s candidate experience research shows that sustaining a quality candidate experience is difficult for companies big or small across industries. However, the building blocks of a quality recruiting process and a quality candidate experience remain unchanged. Ensuring that consistent communication and feedback loops are delivered is critical in today’s competitive landscape.

We control the candidate experience dials: the technologies we use, the processes we run, the communications we send to candidates and the timeliness of them, the recruiter requisition load, and the related hiring resources and support. We see how improving it positively impacts brand affinity, referrals and the business bottom line every year; candidate experience is your competitive advantage.