A New Paradigm for Recruiting Candidate Experience · We curated this infographic article based on different latest research reports and feedback from our employers to present a holistic

Candidate Experience

A New Paradigm for Recruiting

TABLE OF CONTENT

A NEW PARADIGM FOR RECRUITING

APPLICATION

INTEREST

AWARENESS INTERVIEW

Chapter 00 Chapter 03

Chapter 02

Chapter 01 Chapter 04

1 18

15

11 21

ONBOARDING

HIRE

ADVOCACY

Chapter 06

Chapter 05

Chapter 07

28

25

33

A New Paradigm for Recruiting

1

Candidate Experience

We curated this infographic article based on different latest research reports and feedback from our employers to present a holistic view on candidate experience.

Candidate experience is a new paradigm for recruiting. When you shift to this new paradigm, you will reap many benefits not just in your talent acquisition, but in your business as well.

2

WHAT

Is overall candidate’s perception and reaction about Company’s recruiting and hiring process.

Encompasses the entire journey from the first touch to a final point of contact for job offer or rejection.

Has proven to be directly tied to recruiting performance and thus become highly important.

Impacts the Brand Experience, thus the most successful brands design their recruiting processes to treat candidates with the same level of consideration as they would for customers. Can be positive and negative.

What is Candidate experience

3

Feel respected and valued.

Feel special and important.

Feel it is worth their time and effort every

step of the way.

Excited to work for your company.

Will share with their inner circle.

Will share with their inner circle.

Will share publicly online (social media,

LinkedIn, Glassdoor, etc.)

Will share publicly online (social media,

LinkedIn, Glassdoor, etc.)

Candidate With Positive Experience

Their Emotion

78%

45%

61%

31%

Candidate With Negative Experience

Feel disrespected or insulted.

Frustrated by the process.

Feel like they were failing every step of the

way.

Feel like they never want to interact with the

company again.

Their Emotion

4

WHYWhy candidate experience matters

5

Candidates who believe they have had a “negative” overall experience say they will take their alliance, product

purchases and relationship somewhere else. That means a potential loss of revenue for consumer-based businesses

and referral networks for all companies.Source: Talent Board 2017

When you deliver a positive experience:

1. More candidates want to work for your company. Top candidates

are more likely to choose you.

2. New and current employees as well as are more likely to

recommend you. Even rejected candidates are more likely to refer

candidates to you.

3. Your employer brand gets stronger and attracts more

candidates, including top candidates.

An overwhelming 90 per cent of recruiters continue to believe it is a candidate-driven market as candidates are being provided more offers and opportunities. This substantial shift means that job seekers are more selective of their preferred employers, especially in the top demanding fields like technology and engineering where skilled workers are limited.Source: MRI Network 2017

It Can Affect Revenue

It Causes Chain Reaction

It’s a Candidate-Driven Market

Employee

6

HOW

Candidate Journey Map

A candidate journey map present different stages our candidate goes through to strategize an effective recruiting funnel that converts the best talents. It is designed to help recruiters understand the emotional journey that the candidate is going through.

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CANDIDATE JOURNEY MAPPart 1

8

1. AWARENESS

The Journey Begins

The candidate is introduced to the company brand and able to recall and recognise the brand.

The candidate has taken an interest in the organisation and is engaged. (Follows, Likes, Looks at postings)

The candidate moves into action and applies for the jobs.

The candidate will form a personal relationship with organisation.

2. INTEREST

3. APPLICATION

4. INTERVIEW

Part 2

CANDIDATE JOURNEY MAP

9

The candidate learns more about the organisation, role, department, future line managers, future peers.

The candidates promotes the organisation feeding employer brand awareness.

The candidate commits to organisation.

5. HIRE

6. ONBOARDING

7. ADVOCACY

YOU ARE HIRED

3 KEY PROMISES

Throughout this journey, organisations MUST deliver these 3 KEY PROMISES to the candidates.

Transparency Fairness Speed

10

1

AWARENESSThe candidate is introduced to the company brand and able to

recall and recognise the brand.

A sense of connection with the overall brand.

WHAT COMPANY IS THIS?!

Curious

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Awareness

11

12

Pay attention to Employer BrandingEmployer reputations rests entirely on the values and

vitality of their organisational cultures, therefore HR and the Marketing team will have to take the lead in bringing forth the employer brand into the world of

social transparency.

Your Career Site MattersInvest in your career site with relevant content, such as information about the job, the employee experience and company culture. Incorporating video and other multi-media content can also make it more engaging.

Clear Mission and Vision, or Company Stories

Tell your story, not just about your company success but also your own challenges or insights that led you

to where you are now.

Make Sure Company is Worth Working For

Job satisfaction is the key to ensure that every employee truly believe what they do is worth it as well

as providing a path for future career growth and development.

Leverage Technology

Integrating technology into the recruitment industry is a one of the greatest leverage to manage multiple applications while helping out with streamlining and improving the hiring process.

Do’s

Recruiter

Obtain good ratings from accredited companies

Use Social Media

Ask for help from your employees

Hiring trends can also be in the form of social recruiting whereby employees reach out to their friends about a job opening in their department. It also helps to encourage your employees to share about job vacancies on their social media.

Go Mobile

User-friendly Application Systems and Process

Applying a user-friendly system especially in the hiring process can enhance the recruiting experience

while improving its appeal through the easy-to-navigate user interface.

Hiring the right recruiters will bring in the right employees to enhance your organisation. It helps to pay back in a successful employment relations while bringing in a positive impact on work environment.

13

Pay attention to Employer BrandingEmployer reputations rests entirely on the values and

vitality of their organisational cultures, therefore HR and the Marketing team will have to take the lead in bringing forth the employer brand into the world of

social transparency.

Your Career Site MattersInvest in your career site with relevant content, such as information about the job, the employee experience and company culture. Incorporating video and other multi-media content can also make it more engaging.

Clear Mission and Vision, or Company Stories

Tell your story, not just about your company success but also your own challenges or insights that led you

to where you are now.

Make Sure Company is Worth Working For

Job satisfaction is the key to ensure that every employee truly believe what they do is worth it as well

as providing a path for future career growth and development.

Leverage Technology

Integrating technology into the recruitment industry is a one of the greatest leverage to manage multiple applications while helping out with streamlining and improving the hiring process.

Do’s

Dont’sSPAM

Job Description

Sharing too many messages or lack of standardised message theme might just end up confusing your

potential candidates. People have a short attention span, so it is best to deliver a single focused message

instead.

Use a generic messageUtilising a generic message that is general and common will not make you stand out. Instead put a step forward with creativity to create a meaningful message to promote your brand or service.

Rely solely on Written Job Descriptions

Rely on single channel

Don’t rely on a single channel for your message to spread across as candidates will come through various channels. Build up your presence on channels such as job search engines, job boards, Google search and social media.

Attempting to share too many messages

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15

2

INTERESTThe candidate has taken an interest in the organisation and is

engaged (Follows, Likes, Looks at postings)

Companies that improve the candidate experience and provide more value to candidates in this phase have a competitive advantage.

A clear understanding of the company culture

Insight into the employee experience

WHAT IS IT LIKE TO WORK AT THIS COMPANY?

Excited

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Interest

Create and nurture your talent communities Be transparent with applicants

Regulate the speed of your hiring

Embrace digital

Do’s

Use targeted approach for the candidates• On the job description.• On the culture.• Be innovative in your postings.

16

Dont’s

Sticking to what you are used to, even when you know it is no longer working

Treating every job recruitment in the same manner

Starting the recruitment process with a job posting

JOB

17

Dont’s

Sticking to what you are used to, even when you know it is no longer working

Treating every job recruitment in the same manner

Starting the recruitment process with a job posting

JOB

3

APPLICATIONThe candidate moves into action and apply for the jobs.

Every interaction and engagement with your candidates gives you an opportunity to give the best impression of your company. The following are some aspects to help you improve and

make a positive candidate experience through your application process.

More Communication.

An Understanding of their Status.

Less Complication.

WHAT HAPPENS NEXT?

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Application18

19

Simple

Transparency process

Walk in the shoes of an applicant

Apply for a job in your own company and map out all of the pain points in the process. This will allow you to simplify your application process with the candidate’s

point of view.

Inform the candidates regarding the status of their application

This can be as simple as responding to their messages or sending a quick message once they have been rejected.

Allow candidates to communicate their top relevant skills

Keep the application process simple and easy

Do’s

Bringing Transparency to the Application Process

If your application requires multiple steps and a lot of information input, allow the candidates to know how

far in the application process they are. Inform them about the duration of the the application process,

what are the steps and even to save a draft of their application to continue later.

Message

Skills

20

Dont’s

Overlooking potential talents

Failing to acknowledge skills and experience of your candidates may remove your chances of witnessing your candidates’ skills and experiences. Higher candidate acknowledgement will result in higher candidate satisfaction.

Let mobile job application experiences remain dreadful

Failing to provide feedback

Many organisations receive an overall “positive” - star experience as their candidates were asked for certain

forms of feedback. Candidates appreciate the opportunity to provide and receive as much feedback

and quality input as they can on the process.

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4

INTERVIEWCandidate begins a personal relationship with the organisation.

Organisations that make a strategic investment in screening, interview tools and tactics are able to expand their global reach, improving the candidate experience and strengthen the quality of

hires. A broken, disconnected interview process has a negative impact on both the quality of hires and the candidate experience.

To be prepared ahead of time.

Have the opportunity to answer relevant questions.

Receive feedback after the interview.

Simpler approach that includes more preparation and fewer interviews.

ARE YOU RIGHT FOR ME? AM I RIGHT FOR YOU?

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Interview

22

Always be appreciative

Train your team on how to engage with candidates

Do’s

Prepare Your Candidates

No candidate should go into an interview without some information about whom they will meet with,

what they can expect and what they need to prepare for. For example, if there is going to be a test during

the interview, inform the candidate ahead of time.

Treat Candidates like how you would treat your customers

Next Steps and Follow-up

After the interview, follow up with the candidates to inform them about the next steps in the process, encourage them to apply for another position and try to clear up their confusion as well as you can.

Structure your interview process

Ensure Transparency

Ask for Feedback

Candidates who were interviewed or dispositioned are encouraged to provide feedback on their experience with the hiring manager. The following are some sample questions that are to be included in your candidate survey.

Interview process

Questions

Feedback

1

2

3

4

23

Dont’s$#@&!

Thank you

Avoid treating candidates like you’re doing them a favour by interviewing them. Instead, be grateful for

their time and appreciate them for engaging with the organisation.

Not informing them

Asking questions clearly explained in their CV

Do not let the candidates go into an interview without informing them what to expect and whom they will meet.

zzZ

Instead, study the CVs carefully beforehand and ask relevant questions not answered yet in person.

Sending out canned, generic, bland emails or messaging

Steer clear of using automated messaging in the later stages of the interview. While it is nearly impossible to communicate personally with every single job seeker during the screening phase, it is absolutely critical to

add the human touch in the later stages.

Failing to send rejected candidates a message.

You need not personalised your candidate “rejection” message. However, send a simple email instead to let them know that they will not be moving forward to the

next stage.

Treat candidates like you’re doing them a favour

0

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5

HIRECandidate commits to organisation.

I MADE THE RIGHT DECISION... RIGHT

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Hire25

Ask the successful candidates to send their personal information to you and prepare the contract soon after the interview.

Maintaining interaction and engagement all round

Make your candidates feel welcomed and valuable to your company. Candidates appreciate small details and assurance to avoid feeling like they are going to be stuck in a larger machine. Foster enthusiasm with messages and interactions from team members.

Fast feedback and communication

Do’s

Involve all key stakeholders

Hiring Process

Hiring Manager

Who Should Be Involved

Team Members

SeniorManagement

ExternalRecruitment

Firms

Talent Acquisition

Team

Acknowledge candidate concerns

YOU’RE HIRED!

Dont’s

Failing to consider higher increment when poaching employees from other companies

Weak Compensation

26

Ask the successful candidates to send their personal information to you and prepare the contract soon after the interview.

Maintaining interaction and engagement all round

Make your candidates feel welcomed and valuable to your company. Candidates appreciate small details and assurance to avoid feeling like they are going to be stuck in a larger machine. Foster enthusiasm with messages and interactions from team members.

Fast feedback and communication

Do’s

Involve all key stakeholders

Hiring Process

Hiring Manager

Who Should Be Involved

Team Members

SeniorManagement

ExternalRecruitment

Firms

Talent Acquisition

Team

Acknowledge candidate concerns

YOU’RE HIRED!

Dont’s

Failing to consider higher increment when poaching employees from other companies

Weak Compensation

27

6

Employer & HR Employee

The Shared Benefits of Onboarding

ONBOARDINGThe candidate learns more about the organization, role, department,

future line managers, future peers.

First impressions can have a lasting impact. The onboarding process of your company is your chance to make a good first impression with new employees. This process should make new

employees feel welcomed, valued and prepared to succeed in their new role.

Better Performance

Organizational Commitment

Lower Stress

Cost Savings

Lower Turnover

https://www.smartsheet.com/employee-onboarding-processes-plans-best-practices-flowchartsSource:

Higher Job Satisfaction

Career Oppurtunities

28

to face new things

To be ready and confident for the new job.

To perform well.

THINGS ARE SO NEW TO ME. I SURE HOPE THAT I WON’T REGRET TAKING THIS JOB

OFFER.

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Onboarding

29

Do’s

Make the first day a special one for new employees

Research shows that the trajectory of the success of a new hire is set as early as the first two weeks, it is important to make the first day a special one for new employees. Orchestrating their first day can pay large dividends in the long run.

Make the process fair

Ensure employees are able to perceive that the process is fair by providing them with the opportunity to share their knowledge, skills and experience as a consideration for the job.

Encourage Learning

gamification to learn about the new organisation as well as to measure candidate experience.

Provide crucial information and training

Provide a timeline of objectives and goals to ensure they understand what needs to be done and the

completion period. Provide training to cover company rules, procedures and expectations. Detailing what is expected of the new employees will help in setting a

precedent to measure their comfort in a new role.

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Do’s

Prepare new employee’s workstation and tools

Get the new employee’s desk space and IT needs to be sorted before they show up. The worst feeling for a new hire is to show up with no work desk, computer, or email addresses set up.

Make introductions

Schedule some time for the new employee to meet with key people and departments. These

introductions will help them understand how your company works and how their role plays in the overall

picture.

Use mentor to develop employees

Mentoring helps new employees acclimate to their job as well as the organisation’s cultural

and social norms. It allows the employee to grow further in their job position and gradually be

able to expand their career path.

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Dont’s

Rushing through an orientation

Overlook little things

In onboarding both the big and the little things matter. A formal orientation program and a written onboarding plan are the best practices. However, more subtle factors should be taken into consideration as well.

Overload employees with information

Trying to overload employees with a day-long meeting will not help to digest all the details. It is best

to provide written copies of information for them to read at their own pace. Only focus on important information during the first day followed by the

remaining information on the remainder of the week.

Forget to set direction

Not setting a proper direction for employees will lead them to nowhere. Set immediate goals and

expectations, ensure that they are aware of this essential aspect to avoid any confusion and wasted

time.

Confuse onboarding with orientation

7

ADVOCACYThe candidate promotes organisation feeding employer brand awareness.

Employee Advocacy

Aspects that increase with Employee Advocacy

Improved Engagement

Improved Talent Attraction

Greater sense of Happiness

Enhanced Sales

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Do’s

Promote Employee Advocacy Program

To have employees who are willing and eager to advocate the public requires you to provide the right content. It can be an added advantage of the content is related to their line of work and respective audiences. It helps the employees to build up their social authority in their network as well while the audience is able to gain quality content from a trusted source.

Ask for Their Feedback

Set goals for any marketing campaign

More importantly, the goals should encompass the employee and the entire organisation. Aligning both elements will ensure you stay on the right track and

contribute to what is needed for the company.

To be a team player.

Is clear on how to contribute to the organization advocacy program.

MY COMPANY TEAM AND CULTURE IS GREAT. MAYBE I

SHOULD OPENLY SHARE WITH OTHERS?

What Candidates Feel:

What Candidates Want:

What Candidates Think:

Advocacy

Delighted

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Do’s

Promote Employee Advocacy Program

To have employees who are willing and eager to advocate the public requires you to provide the right content. It can be an added advantage of the content is related to their line of work and respective audiences. It helps the employees to build up their social authority in their network as well while the audience is able to gain quality content from a trusted source.

Ask for Their Feedback

Set goals for any marketing campaign

More importantly, the goals should encompass the employee and the entire organisation. Aligning both elements will ensure you stay on the right track and

contribute to what is needed for the company.

35

Dont’s

Set unrealistics benchmark or expectation

Not consider Human Resources aspect in employee advocacy

Be too restrictive

Don’t monitor your employee performance strictly to a point of discomfort and restriction of their freedom of

choice. This may just do more harm than good. Provide space for them to decide how they’d want to

promote themselves on their social media. Furthermore, they are in fact utilising their own

personal social media accounts.

36

Talent Board 2017 North American Candidate Experience Research Report

http://www.thetalentboard.org/article/2017-talent-board-candidate-experience-benchmark-re-search-technologies-employers-investing-2018-beyond/

https://www.mrinetwork.com/media/304094/2017hiringsentimentstudy.pdf

http://www.aberdeen.com/research/16636/16636-rr-recruitment-outsource-ally/content.aspx

https://www.glassdoor.com/research/app/uploads/sites/2/2017/12/Final_GD_ResearchReport_5Dis-ruptions2018.pdf

http://blog.bersin.com/the-candidate-experience-journey-enhancing-six-key-touchpoints/

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-human-capi-tal-your-candidate-experience-creating-an-impact-or-burning-cash.pdf

MRI Network 2017 Recruiter Sentiment Study

Aberdeen 2017 Recruitment Research Report

Glassdoor - What’s Ahead for Jobs? Five Disruptions to Watch in 2018

Bersin

Deloitte - 2017 Your Candidate Experience - Creating an Impact or Burning Cash?

Dont’s

Set unrealistics benchmark or expectation

Not consider Human Resources aspect in employee advocacy

Be too restrictive

Don’t monitor your employee performance strictly to a point of discomfort and restriction of their freedom of

choice. This may just do more harm than good. Provide space for them to decide how they’d want to

promote themselves on their social media. Furthermore, they are in fact utilising their own

personal social media accounts.

REFERENCE

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