Redesign the Candidate Experience

Embrace design thinking to elevate the candidate journey and to build a competitive advantage for your organization.

Onsite Workshop

Without improving the candidate experience:

  • The organization may lose candidates to talent competitors.
  • You may also lose applicants as customers through a negative organizational perception.
  • Candidates may privately or publically criticize the organization based on their experience.

By designing a candidate experience that is aligned with the EVP and employer brand:

  • The organization will stand out among competitors.
  • Candidates with encouraging experiences often become brand ambassadors.
  • The organization will attract the right talent and engage job seekers.

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:
1.1 Map current candidate lifecycle
  • Process map
1.2 Record and analyze quantitative data
  • Candidate experience data gathered and analyzed
1.3 Record and analyze qualitative data
  • Candidate experience data gathered and analyzed
1.4 Set organizational objectives and project goals
  • Candidate Experience Project Charter
1.5 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:
2.1 Identify extreme users
  • Extreme users identified
2.2 Conduct an immersive empathy session or go through the process as if you were a target candidate
2.3 Identify talent competitors
2.4 Analyze competitive landscape
  • Known and unknown talent competitor’s candidate experience analyzed
2.5 Synthesize research findings and create empathy map
  • Empathy map created
2.6 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:
3.1 Assess each stage of the lifecycle
  • Candidate experience lifecycle stages prioritized
3.2 Set success metrics for priority lifecycle stages
  • Metrics to measure progress set
3.3 Select actions from Candidate Experience Best Practices Action Guide
  • Candidate experience best practices selected
3.4 Brainstorm other potential (organization-specific) solutions
  • Candidate Experience Assessment Tool
3.5 Set action timeline and assign accountabilities
  • HR Action and Communication Plan Tool
3.6 Customize SLA guidelines
  • SLA guidelines

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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 road map in place to complete your project successfully.

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