Managing the Candidate Experience
The Candidate Journey
Candidates experience 5 unique stages during the hiring process:
Discovery: Candidate first hears about a job through a referral, news feed, or job board.
Research: Candidates are visiting an average of 12 websites to assess an opportunity.
Decision: Candidates whether to take the action of applying for the job.
Communication: Interactions from scheduling to interviewing influence the candidate.
Resolution: Candidate clearly understands the results from the hiring process.
Recommendation: “Mystery shop” your own hiring process on a consistent basis.
Moment of Truth: Discovery
The first impression for a candidate tends to be text-based.
From a friend:
From a job board:
From their news feed:
Action: Be aware of what candidates see as a first impression.
Moments of Truth: Research
Understand where your candidates are most likely to land when doing research.
Careers Site Front Page
Action: Run searches for careers, specific jobs, and locations to see what the candidate sees.
Moments of Truth: Decision
The application process can be a roadblock for top candidates.
Action: Complete your online application process. See how long it takes, and what it’s like.
Moments of Truth: Communication
Candidates like to be informed during the hiring process.
Highest Read Rate
Action: Rank highest response rates by communication method. Capture candidate info.
Moments of Truth: Resolution
Final resolution in the hiring process is crucial to a candidate’s experience.
Red: The candidate is being declined, but they much prefer to
know where they stand versus no feedback at all...and in a
Yellow: The candidate is not a fit right now, but you want to
keep an open dialogue for the future.
Green: The candidate is a match for a current opening.
Action: Determine your response time, and quickly place candidates in proper bucket.
The Power of Social
Social media is highly influential to the Candidate Experience.
What the experts are saying:
What your employees are saying:
Action: Identify your people with the most “social” influence. Empower them to tell their story.
Build Your Story
Candidates want to know what it’s “really” like at your company.
Content featuring departments:
Content showing personality:
Content featuring locations:
Action: Build a value proposition that reflects your team, and top candidates will respond to.
Manage Your Recruiting Content
Building and managing recruiting content is central to your success.
Action: Save every recruiting image and video in an easily accessible location.
Empower Your People
The number one influence on Candidate Experience is your people.
Action: Identify your “social” influencers. Pick the right platforms. Provide the right content.
Tips & Tricks
Once your value proposition, recruiting content, and social team are in place:
1. Pick a consistent theme to be used across all of your social channels (i.e. “Inside Amazon”).
2. Make sure all of your social channels have consistent addresses (i.e. @InsideAmazon).
3. There are three main rules with social sharing: Be Visual, Be Consistent, and Be Responsive.
4. Utilize all of your channels to drive candidates to your own careers site and calls to action:
b. Join Network
c. Refer Quality Candidates
5. Follow the social channels of companies you admire for inspiration and ideas.
Measuring Candidate Experience
Key points you should measure within each stage of your
1. Discovery: Top sources of hire, and how accurate is the information.
2. Research: Top traffic sources to your careers site AND job pages.
3. Decision: Top sources for clicks on apply.
Dropoff percentage on your apply page.
4. Communication: Response time to new applicants and candidates
in the interview process.
5. Resolution: Average time a candidate is “active” in your process.