Today a gentleman I am very fond of and have known for quite some time and feel like he’s got a lot of value to offer to our show. It’s Mr. Joe Bertulli, the Director of Talent Acquisition at Anika Therapeutics. Now Joe’s been in the recruiting and talent acquisition world for at least the last 14 ½ years both on the agency side as well as obviously from a corporate standpoint. Joe has had the opportunity to work for companies like Monster, Adele EMC, Perkin Elmer in our industry and of course for the last few years Anika Therapeutics.

Now if you aren’t familiar with Anika, it’s a global joint preservation company committed to delivering meaningful advancements in early intervention orthopedic care. Including osteo arthritis pain management, regenerative solutions, soft tissue repair and bone preserving joint technology, so without further adew Joe, welcome to the show.

Some highlights of what we covered:

Candidate experience is the latest “buzz phrase” and the new, trendy thing to talk about. However, that’s not to undermine the significance and importance of what candidate experience really is. Where has Anika been, where is Anika now, and where is it going in terms of creating and executing Candidate Experience? Lessons learned from the market Candidate feedback received Why are you creating it the way you are? What tells you it’s the right direction to go with it? -Is there a difference between Candidate Experience and Talent Attraction?-One of the biggest complaints we hear about all the time from candidates is the lack of feedback or follow up post-interview, especially when they aren’t selected for either further rounds or to receive the offer. What are you guys doing in terms of the “post-interview” phase of the candidate experience?

https://www.linkedin.com/in/joe-bertulli-331141a/

https://anika.com/