Redesign the Candidate Experience
Embrace design thinking to elevate the candidate journey and to build a competitive advantage for your organization.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Without improving the candidate experience: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.
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Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed 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: | |
|---|---|---|
| 1.1 | Map current candidate lifecycle |
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| 1.2 | Record and analyze quantitative data |
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| 1.3 | Record and analyze qualitative data |
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| 1.4 | Set organizational objectives and project goals |
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| 1.5 | Set metrics to measure progress on high-level goals |
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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 |
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| 2.2 | Conduct an immersive empathy session or go through the process as if you were a target candidate |
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| 2.3 | Identify talent competitors |
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| 2.4 | Analyze competitive landscape |
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| 2.5 | Synthesize research findings and create empathy map |
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| 2.6 | Journey map the candidate experience |
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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 |
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| 3.2 | Set success metrics for priority lifecycle stages |
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| 3.3 | Select actions from Candidate Experience Best Practices Action Guide |
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| 3.4 | Brainstorm other potential (organization-specific) solutions |
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| 3.5 | Set action timeline and assign accountabilities |
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| 3.6 | Customize SLA guidelines |
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