by Bill Doyel on June 8, 2018
2.5 min read
These days, you’re striving to create the best candidate experience, but as a goal, it can be vague. For TA teams looking to elevate their hiring performance, a better candidate experience can be a more tangible way to approach it.
These days, you’re striving to create the best candidate experience, but as a goal, it can be vague. For TA teams looking to elevate their hiring performance, a better candidate experience can be a more tangible way to approach it. This kind of candidate experience is:
Here’s a look at the whats, whys, and hows of a better candidate experience.
Using better as your measuring stick brings your new definition of candidate experience into focus. Being candidate-centric, not employer-centric in your interactions with candidates is essential. For most organizations, that means leaving status quo hiring behind. Modern candidates expect to interact digitally with your organization in their job search. Better also helps you concentrate on your position in the talent marketplace, and the need to set yourself apart from competitors to win candidates. In your goal-setting around candidate experience, status quo metrics like speed to hire and interview to hire ratio could be your floor.
Candidate experience covers so much territory, so where do you even jump on the path to better? Here are five starting points:
Progress against your own metrics can help signify that your candidate experience is better. You can also benchmark through the Talent Board’s Candidate Experience (CandE) Award and Benchmark Program. Organizations participate in this research to better understand their own candidate experience and where it is and isn’t aligned with the needs of today’s candidates. Learn more and register today.
In recent research commissioned by Montage, TA leaders at the director level or above-identified candidate experience as their single most important initiative. With this level of emphasis on candidate experience, it becomes riskier for organizations to stick with a status quo hiring process. Is it time to change your candidate experience for the better?