THE CANDIDATE EXPERIENCE

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Consider a day in the life of your candidates– and what it could mean to your company.

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“I never considered a career in recruitment, but I had a good impression of the people I met.They were the kind of people I wanted to work with.Plus, they moved through the application procedure in less than a weeks time. The company just seemed so professional to me.”

BECAUSE WHILE YOU’RE SCREENING THEM, THEY’RE TAKING A SNAPSHOT OF YOUR ORGANISATION.

By: young graduate, approached for a job as recruitment researcher – accepted the job offer

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By: senior management professional, interviewed for a job as business development manager– declined the job offer

“I mean, the company wants me to sell their airconditioning, but they first left me in a room that was freezing, then moved me to another room that was uncomfortably warm. And they didn’t even offer me a glass of water.”

“The woman asked me what I liked most: electricity or mechanics. I tried to explain to her that in electromechanics the two are inextricably linked, but really... what’s the point?”

By: graduating Industrial Engineer, interviewed by a recruitment company – told his classmates not to bother with ‘those consultants’

AND… THEY’RE SHARING THE PICTURES THEY MAKE.

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The more positive candidates evaluate their application experience, the better for your organisation as a whole

THAT COULD HAVE QUITE AN IMPACT, DON’T YOU THINK?

1. When a candidate likes the way he’s being treated, he’s more likely to want to join your company.

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More efficient recruitment of a

specific applicant

Cost per hire decreases

“BUT WHY?” WELL…

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2. Long term effect on recruitment: Positive recruitment experiences lead to positive word-of-mouth advertising amongst potential candidates. A negative experience can be very detrimental, especially if you rely on a limited candidate pool.

OH, AND ALSO…

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AND THEN THERE’S…

3. Your employer brand must be authentic, and match the reality of what’s going on in your organisation. The candidate experience will quickly demonstrate to outsiders whether this is true.No point investing in your branding if you’re not getting this right.

4. Every candidate = a consumer = a customer. Negative candidate experiences have a bad impact on your corporate brand

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NOT TO MENTION THAT…

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44% had a worse opinion of the company after applying and not receiving a response

32% were less likely to buy products from a companythat didn’t respond to a job application

21% have experienced a recruiter who wasn’t enthousiasticabout the company as an employer of choice

17% didn’t believe the recruiter was knowledgeable

15% didn’t think the recruiter was professional

15% had a lower opinion of the company afterbeing contacted for an interview

WHAT IF…

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WHAT IF…

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Concerned?Should you be?

WELL HOW ABOUT… analysing the experience you offer candidates?

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• An analysis of the impressions your company makes on an applicant throughout the recruitment procedure.

• An analysis of what information your applicants are using to report back to the outside world - and the extent to which they choose to do so.

- +/- +

The Candidate Experience Analysis“WHAT’S IT ABOUT?”

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-+/- +

Step 1 : Exploratory research

Question: What’s your recruitment procedure, what’s your ‘flow’?

Method: Targeted focus groups / ‘mystery shopper’ candidates/ questionnaires of former applicants indicate strengths and bottlenecks in your procedure

Step 2: Set KPI’s relevant to analyze your organizations recruitmente.g. speed of procedure, amount of meetings, quality of information, quality of feedback, evaluation of recruiter, etc.

The Candidate Experience AnalysisTHE 5 STEPS TO A PERFECT ANALYSIS.

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-+/- +

Step 3 : Quantative Analysis

• Validated questionaire measures performance on these KPI’s; • Aims to indicate the level of satisfaction & overall impression of

applicants;• Measures the candidate net promotor score.

The Candidate Experience AnalysisTHE 5 STEPS TO A PERFECT ANALYSIS.

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FIND OUT WHERE YOUR CANDIDATES ARE LOCATED

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-+/- +

Step 4 : ‘Problem-fixing’ or ‘potential-revealing’ plan : • concrete recommendations

Step 5. Define metrics for further evaluation • Follow up of KPI’s

The Candidate Experience AnalysisTHE 5 STEPS TO A PERFECT ANALYSIS.

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• You could specify a target audience: e.g. graduates, engineers,…• You could take advantage of the occasion to measure other aspects relevant to your

employer branding:º Motivational research of target audience: what appeals to them?º Measure effectiveness communication channels: how can you reach candidates?º Evaluation of the onboarding process of new employeesº ...

• You could get recommendations from your previous applicants: applicant brainstorm session

• We could set up an evaluation system for all future candidates experiences

POSSIBILITIES OF THE CANDIDATE EXPERIENCE ANALYSIS

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How much time does your organization spend selecting your future employees?

WHAT IS YOUR TOTAL INVESTMENT?

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If you’d like to evaluate your candidate experience, then maybe my pilot study is of interest to you.

IS IT TIME TO CONSIDER HOW YOUR CANDIDATE EXPERIENCE CONTRIBUTES TOWARDS THIS?

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I set up Engaging People at the beginning of 2013. I have experience in recruitment, working both internally for a staffing department as externally for a recruitment company. I’m familiar with the nitty gritty work that’s part of recruitment. I’ve also noticed what effect negative candidate experiences can have on recruitment. It’s bad.Currently, I’m organizing a pilot study focusing on the candidate experience. By getting your organisation involved in this pilot study, I’m first and foremost aiming to give you valuable insights into your recruitment procedures and how you could be optimizing them. I’m also aiming to investigate if it’s possible to apply a standard method of analysis, as every organisation has it’s own recruitment procedures and available data. This could lead to benchmarking opportunities. Perhaps there are correlations that need to be taken into consideration. For instance: might your cost per hire be directly linked to your candidate net promotor score?

PILOT STUDY?

foto TE DOEN

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Interested in joining the pilot study or want to find out more? Then I’d love to meet with you to see what challenges you’re facing and what method of analysis would be best suited to your organisation. Get in touch!

0032(0)498 33 33 52info@engaging-people.be

@gaildejaegere

Interested?JOIN THE PILOT STUDY!