This article over at RecruitingDaily hit on one of the reasons why focusing discussions on candidate experience always feels like a lot more promise than outcomes. They argument is that when most people talk candidate experience, they are thinking about "macro events," the big set pieces that occur in every (if not all) interview/hiring process. But when you over-index on macro experiences, you miss the power of the macro experiences and their ability to create an emotional connection with candidates.

This one made me smile and groan at the same time. As hiring is so tight in the Bay Area, employees at top companies are selling referrals and references to their employers. That is, for $50, you can get someone at Google or Facebook to recommend you for a job at Google or Facebook. Because those companies get some many resumes/applications, they mostly only look at those with internal referrals, and thus a third-party black market sprung up. (Further proof that William Gibson was right when he wrote "the street finds its own uses for things.)