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Contributors
- Adam Cooper, HR Director, Aon
- Amar Grewal, Global Practice Leader, Talent Acquisition, Hatch
- Alexandra Norris, Talent Specialist, HubDoc
- Camille Shrouder-Henry, Talent Acquisition & Candidate Experience Manager, Fleet Complete
- Dorothy Wolentarski, Strategic Talent Acquisition Projects Leader, Intact Insurance
- Elyse Mayer, Director of Marketing, SmashFly Technologies
- Lisa Chartier, Global Head of Employer Brand & Marketing, Philips
- Maura Dyer, Vice President, Talent Acquisition & Employment Brand, Rogers Communications
- Maureen Carroll, Senior Manager, Talent Attraction, Finastra
- Peter Cappelli, Professor of Management, University of Pennsylvania & Director of Center for Human Resources, The Wharton School
- Sara Cooper, Talent Director, Portfolio Companies, OMERS Ventures
- Sarah Mortimer, AVP HR, SuccessFactors Lead, Great-West Life
- Sondra Dryer, Global Head of Employer Brand & Experience, Alexander Mann Solutions
- Tiffanie Witherspoon, Learning & Development Associate, The George Washington University
- Tim Sackett, Chief Storyteller, Fistful of Talent HR Blog & President, HRU Technical Resources
- Tracey Wells, Talent Acquisition Manager, HubDoc
- William Maurer, Global Talent Sourcing Manager, General Motors
- Candidate experience affects not only the employer brand but the consumer brand and overall organizational reputation as well.
- With more and more organizations recognizing the need to deliver a positive candidate experience, standing out amidst competitors and differentiating the candidate experience is a challenge.
- What HR and talent acquisition perceive as a positive candidate experience may differ from the lived experience of candidates.
Our Advice
Critical Insight
- Think about your candidates as consumers. Making the effort to truly understand their needs will attract great talent and build positive brand perceptions.
Impact and Result
- Design a candidate-centric talent acquisition process that addresses candidate feedback from both unsuccessful and successful candidates and is aligned with your EVP and employer brand.
Guided Implementations
This guided implementation is a ten call advisory process.
Guided Implementation #1 - Determine candidate experience goals
Call #1 - Review the organization’s agile talent acquisition strategy
Call #2 - Determine target candidate segments
Call #3 - Review EVP and determine key candidate experience messaging
Call #4 - Set high-level objectives and metrics to measure organizational-level results
Guided Implementation #2 - Assess the candidate experience
Call #1 - Analyze quantitative and qualitative data
Call #2 - Analyze data collected from discovery interviews and empathy map findings and prepare for candidate journey mapping activity
Call #3 - Review results and prioritize lifecycle stage(s) to address
Call #4 - Identify success metrics for priority lifecycle stage(s)
Guided Implementation #3 - Redesign the candidate experience
Call #1 - Review and select recommendations from the Candidate Experience Best Practices Action Guide
Call #2 - Customize McLean & Company’s Candidate Experience Service Level Agreement Template
Candidate Experience
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Course Information
- Title: Candidate Experience
- Number of Course Modules: 4
- Estimated Completion Time: 1.5 hours
Learning Outcome
Assess and create an action plan to redesign the candidate experience.
Learning Objectives
By the end of this course, learners will be able to:
- Assess the candidate experience at each stage of the candidate lifecycle.
- Align the candidate and customer experiences.
- Link the organization’s EVP to candidate messaging.
- Identify candidate pain points.
- Select actions to improve the candidate experience.

1 to 1.5 CPD hours per course.

McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
Course Modules

Introduction

Module 1

Module 2

Module 3
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Set Project Objectives and Analyze Data
The Purpose
- Assess the organization’s current state for candidate experience.
- Set baseline metrics for comparison with new initiatives.
- Establish goals to strengthen the candidate experience.
Key Benefits Achieved
- Gained understanding of where the organization is currently.
- Established where the organization would like to be and goals to achieve the new state.
Activities
Outputs
Map current candidate lifecycle
- Process map
Record and analyze quantitative data
- Candidate experience data gathered and analyzed
Record and analyze qualitative data
- Candidate experience data gathered and analyzed
Set organizational objectives and project goals
- Candidate Experience Project Charter
Set metrics to measure progress on high-level goals
- Candidate Experience Project Charter
Module 2: Empathize With Candidates and Create a Journey Map
The Purpose
- Apply design thinking methods to identify pain points in your candidate lifecycle.
- Assess the competition and analyze results.
- Empathize with candidates and their journey.
Key Benefits Achieved
- Segments with pain points have been identified.
- Competitor offering and differentiation has been analyzed.
- Candidate thoughts and feelings have been synthesized.
Activities
Outputs
Identify extreme users
- Extreme users identified
Conduct an immersive empathy session or go through the process as if you were a target candidate
Identify talent competitors
Analyze competitive landscape
- Known and unknown talent competitor’s candidate experience analyzed
Synthesize research findings and create empathy map
- Empathy map created
Journey map the candidate experience
- Journey map created
Module 3: Identify Improvement Areas and Improve the Candidate Journey
The Purpose
- Create a communications and action plan and set metrics to measure success.
- Set expectations with hiring managers and talent acquisition specialists through a service level agreement.
Key Benefits Achieved
- Action plan created
- Metrics set to track progress and assess improvement
- Service level agreement completed and expectations collaboratively set
Activities
Outputs
Assess each stage of the lifecycle
- Candidate experience lifecycle stages prioritized
Set success metrics for priority lifecycle stages
- Metrics to measure progress set
Select actions from Candidate Experience Best Practices Action Guide
- Candidate experience best practices selected
Brainstorm other potential (organization-specific) solutions
- Candidate Experience Assessment Tool
Set action timeline and assign accountabilities
- HR Action and Communication Plan Tool
Customize SLA guidelines
- SLA guidelines