HR Meetup Riga topic on creating candidate experience. Insight into UX tools and how they can be used in recruiting process optimisation and improvement.

1. Candidate experience
Recruitment specialist as a DESIGNER

2. About me
• since 2009 - in HR
• since 2011 - in IT HR
• since 2013 - in Coaching
• since 2015 - System
thinking & design thinking
fan
• Chief happiness officer -
as a mindset

3. System trends - look around
• Authentic design BOOM
• Special experience in
opposite to fast food
experience
• Slow fashion in opposite to
fast fashion
• etc etc etc

4. “I am NOBODY”*
*said no candidate EVER

5. Most popular recruitment process design:
win-lose relationship based
Like we are the centre of candidates’ lives ….
I don’t need any feedback, showing
up after 2 months of silence is ok!
It’s ok, I haven’t heard from you in
weeks, I am sooo patient!
Just put me
through any
challenge you
want, you
have all my
time, you have
all my life!

6. Life*
*happening every moment, whether
you are recruiting or not

7. Experience I want to have as a human being
=
Experience I want to have as a candidate
Journey vs. Destination

8. Good news:
Experience can be
designed by us!

9. How I step into candidate’s shoes

10. Literallyhave same experience
same place; same clothes; same food; same joy; same pain …

11. User Candidate persona
+
User Candidate stories
Full Name
"A quotation that captures the
essence of this person's
personality."
1-100
Job title
Married, kids, etc.
City, state
Type
Age:
Work:
Family:
Location:
Character:
Personality
Introvert Extrovert
Analytical Creative
Trait Trait Trait Trait
Goals
The goals this user hopes to achieve.
A task that needs to be completed.
A life goal to be reached.
Or an experience to be felt.
Frustrations
The frustrations this user would like to avoid.
The obstacle that prevents this user from achieving their
goals.
The problems with the solutions already available.
The product or service that currently does not exist.
Bio
The bio should be a short paragraph to describe the user
journey. It should include some of their history leading up to a
current use case. It may be helpful to incorporate information
listed across the template and add pertinent details that may
have been left out. Highlight factors of the user's personal and
of professional life that make this user an ideal customer of
your product.
Motivations
Incentive
Fear
Achievement
Growth
Power
Social
Brands
A collection or list of the user's favorite brands.
Preferred Channels
Traditional Ads

12. • As a Candidate I want to take a look around,
so that I understand, if the environment is right for
me.
• As a Candidate I want to receive negative
feedback, so that I understand my knowledge gap
and can plan my career better.
• As a Candidate I want to know recruitment
process upfront, so that I can plan my time and
effort invested.

13. Customer Candidate Journey mapping
STAGE
DOING
EXPERIENCE
THINKING
FEELING
OPPORTUNITIES

14. STAGE: APROACHING
• Candidate story: As a Prospect I want to understand my
fit and interest in this position with as little effort as
possible, so that I can dedicate my valuable time to what
is important for me now.
• Communication channels / touch points: the most
used for other life actions (outside recruitment)
• Challenges to solve: short pitch, mobile accessibility,
right timing, prescreening quality
• Decisions: action plan

16. More journeys to design and experience