TABLE OF CONTENT
A NEW PARADIGM FOR RECRUITING
APPLICATION
INTEREST
AWARENESS INTERVIEW
Chapter 00 Chapter 03
Chapter 02
Chapter 01 Chapter 04
1 18
15
11 21
ONBOARDING
HIRE
ADVOCACY
Chapter 06
Chapter 05
Chapter 07
28
25
33
A New Paradigm for Recruiting
1
Candidate Experience
We curated this infographic article based on different latest research reports and feedback from our employers to present a holistic view on candidate experience.
Candidate experience is a new paradigm for recruiting. When you shift to this new paradigm, you will reap many benefits not just in your talent acquisition, but in your business as well.
2
WHAT
Is overall candidate’s perception and reaction about Company’s recruiting and hiring process.
Encompasses the entire journey from the first touch to a final point of contact for job offer or rejection.
Has proven to be directly tied to recruiting performance and thus become highly important.
Impacts the Brand Experience, thus the most successful brands design their recruiting processes to treat candidates with the same level of consideration as they would for customers. Can be positive and negative.
What is Candidate experience
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Feel respected and valued.
Feel special and important.
Feel it is worth their time and effort every
step of the way.
Excited to work for your company.
Will share with their inner circle.
Will share with their inner circle.
Will share publicly online (social media,
LinkedIn, Glassdoor, etc.)
Will share publicly online (social media,
LinkedIn, Glassdoor, etc.)
Candidate With Positive Experience
Their Emotion
78%
45%
61%
31%
Candidate With Negative Experience
Feel disrespected or insulted.
Frustrated by the process.
Feel like they were failing every step of the
way.
Feel like they never want to interact with the
company again.
Their Emotion
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WHYWhy candidate experience matters
5
Candidates who believe they have had a “negative” overall experience say they will take their alliance, product
purchases and relationship somewhere else. That means a potential loss of revenue for consumer-based businesses
and referral networks for all companies.Source: Talent Board 2017
When you deliver a positive experience:
1. More candidates want to work for your company. Top candidates
are more likely to choose you.
2. New and current employees as well as are more likely to
recommend you. Even rejected candidates are more likely to refer
candidates to you.
3. Your employer brand gets stronger and attracts more
candidates, including top candidates.
An overwhelming 90 per cent of recruiters continue to believe it is a candidate-driven market as candidates are being provided more offers and opportunities. This substantial shift means that job seekers are more selective of their preferred employers, especially in the top demanding fields like technology and engineering where skilled workers are limited.Source: MRI Network 2017
It Can Affect Revenue
It Causes Chain Reaction
It’s a Candidate-Driven Market
Employee
6
HOW
Candidate Journey Map
A candidate journey map present different stages our candidate goes through to strategize an effective recruiting funnel that converts the best talents. It is designed to help recruiters understand the emotional journey that the candidate is going through.
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CANDIDATE JOURNEY MAPPart 1
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1. AWARENESS
The Journey Begins
The candidate is introduced to the company brand and able to recall and recognise the brand.
The candidate has taken an interest in the organisation and is engaged. (Follows, Likes, Looks at postings)
The candidate moves into action and applies for the jobs.
The candidate will form a personal relationship with organisation.
2. INTEREST
3. APPLICATION
4. INTERVIEW
Part 2
CANDIDATE JOURNEY MAP
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The candidate learns more about the organisation, role, department, future line managers, future peers.
The candidates promotes the organisation feeding employer brand awareness.
The candidate commits to organisation.
5. HIRE
6. ONBOARDING
7. ADVOCACY
YOU ARE HIRED
3 KEY PROMISES
Throughout this journey, organisations MUST deliver these 3 KEY PROMISES to the candidates.
Transparency Fairness Speed
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1
AWARENESSThe candidate is introduced to the company brand and able to
recall and recognise the brand.
A sense of connection with the overall brand.
WHAT COMPANY IS THIS?!
Curious
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Awareness
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12
Pay attention to Employer BrandingEmployer reputations rests entirely on the values and
vitality of their organisational cultures, therefore HR and the Marketing team will have to take the lead in bringing forth the employer brand into the world of
social transparency.
Your Career Site MattersInvest in your career site with relevant content, such as information about the job, the employee experience and company culture. Incorporating video and other multi-media content can also make it more engaging.
Clear Mission and Vision, or Company Stories
Tell your story, not just about your company success but also your own challenges or insights that led you
to where you are now.
Make Sure Company is Worth Working For
Job satisfaction is the key to ensure that every employee truly believe what they do is worth it as well
as providing a path for future career growth and development.
Leverage Technology
Integrating technology into the recruitment industry is a one of the greatest leverage to manage multiple applications while helping out with streamlining and improving the hiring process.
Do’s
Recruiter
Obtain good ratings from accredited companies
Use Social Media
Ask for help from your employees
Hiring trends can also be in the form of social recruiting whereby employees reach out to their friends about a job opening in their department. It also helps to encourage your employees to share about job vacancies on their social media.
Go Mobile
User-friendly Application Systems and Process
Applying a user-friendly system especially in the hiring process can enhance the recruiting experience
while improving its appeal through the easy-to-navigate user interface.
Hiring the right recruiters will bring in the right employees to enhance your organisation. It helps to pay back in a successful employment relations while bringing in a positive impact on work environment.
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Pay attention to Employer BrandingEmployer reputations rests entirely on the values and
vitality of their organisational cultures, therefore HR and the Marketing team will have to take the lead in bringing forth the employer brand into the world of
social transparency.
Your Career Site MattersInvest in your career site with relevant content, such as information about the job, the employee experience and company culture. Incorporating video and other multi-media content can also make it more engaging.
Clear Mission and Vision, or Company Stories
Tell your story, not just about your company success but also your own challenges or insights that led you
to where you are now.
Make Sure Company is Worth Working For
Job satisfaction is the key to ensure that every employee truly believe what they do is worth it as well
as providing a path for future career growth and development.
Leverage Technology
Integrating technology into the recruitment industry is a one of the greatest leverage to manage multiple applications while helping out with streamlining and improving the hiring process.
Do’s
Dont’sSPAM
Job Description
Sharing too many messages or lack of standardised message theme might just end up confusing your
potential candidates. People have a short attention span, so it is best to deliver a single focused message
instead.
Use a generic messageUtilising a generic message that is general and common will not make you stand out. Instead put a step forward with creativity to create a meaningful message to promote your brand or service.
Rely solely on Written Job Descriptions
Rely on single channel
Don’t rely on a single channel for your message to spread across as candidates will come through various channels. Build up your presence on channels such as job search engines, job boards, Google search and social media.
Attempting to share too many messages
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15
2
INTERESTThe candidate has taken an interest in the organisation and is
engaged (Follows, Likes, Looks at postings)
Companies that improve the candidate experience and provide more value to candidates in this phase have a competitive advantage.
A clear understanding of the company culture
Insight into the employee experience
WHAT IS IT LIKE TO WORK AT THIS COMPANY?
Excited
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Interest
Create and nurture your talent communities Be transparent with applicants
Regulate the speed of your hiring
Embrace digital
Do’s
Use targeted approach for the candidates• On the job description.• On the culture.• Be innovative in your postings.
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Dont’s
Sticking to what you are used to, even when you know it is no longer working
Treating every job recruitment in the same manner
Starting the recruitment process with a job posting
JOB
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Dont’s
Sticking to what you are used to, even when you know it is no longer working
Treating every job recruitment in the same manner
Starting the recruitment process with a job posting
JOB
3
APPLICATIONThe candidate moves into action and apply for the jobs.
Every interaction and engagement with your candidates gives you an opportunity to give the best impression of your company. The following are some aspects to help you improve and
make a positive candidate experience through your application process.
More Communication.
An Understanding of their Status.
Less Complication.
WHAT HAPPENS NEXT?
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Application18
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Simple
Transparency process
Walk in the shoes of an applicant
Apply for a job in your own company and map out all of the pain points in the process. This will allow you to simplify your application process with the candidate’s
point of view.
Inform the candidates regarding the status of their application
This can be as simple as responding to their messages or sending a quick message once they have been rejected.
Allow candidates to communicate their top relevant skills
Keep the application process simple and easy
Do’s
Bringing Transparency to the Application Process
If your application requires multiple steps and a lot of information input, allow the candidates to know how
far in the application process they are. Inform them about the duration of the the application process,
what are the steps and even to save a draft of their application to continue later.
Message
Skills
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Dont’s
Overlooking potential talents
Failing to acknowledge skills and experience of your candidates may remove your chances of witnessing your candidates’ skills and experiences. Higher candidate acknowledgement will result in higher candidate satisfaction.
Let mobile job application experiences remain dreadful
Failing to provide feedback
Many organisations receive an overall “positive” - star experience as their candidates were asked for certain
forms of feedback. Candidates appreciate the opportunity to provide and receive as much feedback
and quality input as they can on the process.
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4
INTERVIEWCandidate begins a personal relationship with the organisation.
Organisations that make a strategic investment in screening, interview tools and tactics are able to expand their global reach, improving the candidate experience and strengthen the quality of
hires. A broken, disconnected interview process has a negative impact on both the quality of hires and the candidate experience.
To be prepared ahead of time.
Have the opportunity to answer relevant questions.
Receive feedback after the interview.
Simpler approach that includes more preparation and fewer interviews.
ARE YOU RIGHT FOR ME? AM I RIGHT FOR YOU?
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Interview
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Always be appreciative
Train your team on how to engage with candidates
Do’s
Prepare Your Candidates
No candidate should go into an interview without some information about whom they will meet with,
what they can expect and what they need to prepare for. For example, if there is going to be a test during
the interview, inform the candidate ahead of time.
Treat Candidates like how you would treat your customers
Next Steps and Follow-up
After the interview, follow up with the candidates to inform them about the next steps in the process, encourage them to apply for another position and try to clear up their confusion as well as you can.
Structure your interview process
Ensure Transparency
Ask for Feedback
Candidates who were interviewed or dispositioned are encouraged to provide feedback on their experience with the hiring manager. The following are some sample questions that are to be included in your candidate survey.
Interview process
Questions
Feedback
1
2
3
4
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Dont’s$#@&!
Thank you
Avoid treating candidates like you’re doing them a favour by interviewing them. Instead, be grateful for
their time and appreciate them for engaging with the organisation.
Not informing them
Asking questions clearly explained in their CV
Do not let the candidates go into an interview without informing them what to expect and whom they will meet.
zzZ
Instead, study the CVs carefully beforehand and ask relevant questions not answered yet in person.
Sending out canned, generic, bland emails or messaging
Steer clear of using automated messaging in the later stages of the interview. While it is nearly impossible to communicate personally with every single job seeker during the screening phase, it is absolutely critical to
add the human touch in the later stages.
Failing to send rejected candidates a message.
You need not personalised your candidate “rejection” message. However, send a simple email instead to let them know that they will not be moving forward to the
next stage.
Treat candidates like you’re doing them a favour
0
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5
HIRECandidate commits to organisation.
I MADE THE RIGHT DECISION... RIGHT
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Hire25
Ask the successful candidates to send their personal information to you and prepare the contract soon after the interview.
Maintaining interaction and engagement all round
Make your candidates feel welcomed and valuable to your company. Candidates appreciate small details and assurance to avoid feeling like they are going to be stuck in a larger machine. Foster enthusiasm with messages and interactions from team members.
Fast feedback and communication
Do’s
Involve all key stakeholders
Hiring Process
Hiring Manager
Who Should Be Involved
Team Members
SeniorManagement
ExternalRecruitment
Firms
Talent Acquisition
Team
Acknowledge candidate concerns
YOU’RE HIRED!
Dont’s
Failing to consider higher increment when poaching employees from other companies
Weak Compensation
26
Ask the successful candidates to send their personal information to you and prepare the contract soon after the interview.
Maintaining interaction and engagement all round
Make your candidates feel welcomed and valuable to your company. Candidates appreciate small details and assurance to avoid feeling like they are going to be stuck in a larger machine. Foster enthusiasm with messages and interactions from team members.
Fast feedback and communication
Do’s
Involve all key stakeholders
Hiring Process
Hiring Manager
Who Should Be Involved
Team Members
SeniorManagement
ExternalRecruitment
Firms
Talent Acquisition
Team
Acknowledge candidate concerns
YOU’RE HIRED!
Dont’s
Failing to consider higher increment when poaching employees from other companies
Weak Compensation
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6
Employer & HR Employee
The Shared Benefits of Onboarding
ONBOARDINGThe candidate learns more about the organization, role, department,
future line managers, future peers.
First impressions can have a lasting impact. The onboarding process of your company is your chance to make a good first impression with new employees. This process should make new
employees feel welcomed, valued and prepared to succeed in their new role.
Better Performance
Organizational Commitment
Lower Stress
Cost Savings
Lower Turnover
https://www.smartsheet.com/employee-onboarding-processes-plans-best-practices-flowchartsSource:
Higher Job Satisfaction
Career Oppurtunities
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to face new things
To be ready and confident for the new job.
To perform well.
THINGS ARE SO NEW TO ME. I SURE HOPE THAT I WON’T REGRET TAKING THIS JOB
OFFER.
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Onboarding
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Do’s
Make the first day a special one for new employees
Research shows that the trajectory of the success of a new hire is set as early as the first two weeks, it is important to make the first day a special one for new employees. Orchestrating their first day can pay large dividends in the long run.
Make the process fair
Ensure employees are able to perceive that the process is fair by providing them with the opportunity to share their knowledge, skills and experience as a consideration for the job.
Encourage Learning
gamification to learn about the new organisation as well as to measure candidate experience.
Provide crucial information and training
Provide a timeline of objectives and goals to ensure they understand what needs to be done and the
completion period. Provide training to cover company rules, procedures and expectations. Detailing what is expected of the new employees will help in setting a
precedent to measure their comfort in a new role.
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Do’s
Prepare new employee’s workstation and tools
Get the new employee’s desk space and IT needs to be sorted before they show up. The worst feeling for a new hire is to show up with no work desk, computer, or email addresses set up.
Make introductions
Schedule some time for the new employee to meet with key people and departments. These
introductions will help them understand how your company works and how their role plays in the overall
picture.
Use mentor to develop employees
Mentoring helps new employees acclimate to their job as well as the organisation’s cultural
and social norms. It allows the employee to grow further in their job position and gradually be
able to expand their career path.
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Dont’s
Rushing through an orientation
Overlook little things
In onboarding both the big and the little things matter. A formal orientation program and a written onboarding plan are the best practices. However, more subtle factors should be taken into consideration as well.
Overload employees with information
Trying to overload employees with a day-long meeting will not help to digest all the details. It is best
to provide written copies of information for them to read at their own pace. Only focus on important information during the first day followed by the
remaining information on the remainder of the week.
Forget to set direction
Not setting a proper direction for employees will lead them to nowhere. Set immediate goals and
expectations, ensure that they are aware of this essential aspect to avoid any confusion and wasted
time.
Confuse onboarding with orientation
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ADVOCACYThe candidate promotes organisation feeding employer brand awareness.
Employee Advocacy
Aspects that increase with Employee Advocacy
Improved Engagement
Improved Talent Attraction
Greater sense of Happiness
Enhanced Sales
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Do’s
Promote Employee Advocacy Program
To have employees who are willing and eager to advocate the public requires you to provide the right content. It can be an added advantage of the content is related to their line of work and respective audiences. It helps the employees to build up their social authority in their network as well while the audience is able to gain quality content from a trusted source.
Ask for Their Feedback
Set goals for any marketing campaign
More importantly, the goals should encompass the employee and the entire organisation. Aligning both elements will ensure you stay on the right track and
contribute to what is needed for the company.
To be a team player.
Is clear on how to contribute to the organization advocacy program.
MY COMPANY TEAM AND CULTURE IS GREAT. MAYBE I
SHOULD OPENLY SHARE WITH OTHERS?
What Candidates Feel:
What Candidates Want:
What Candidates Think:
Advocacy
Delighted
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Do’s
Promote Employee Advocacy Program
To have employees who are willing and eager to advocate the public requires you to provide the right content. It can be an added advantage of the content is related to their line of work and respective audiences. It helps the employees to build up their social authority in their network as well while the audience is able to gain quality content from a trusted source.
Ask for Their Feedback
Set goals for any marketing campaign
More importantly, the goals should encompass the employee and the entire organisation. Aligning both elements will ensure you stay on the right track and
contribute to what is needed for the company.
35
Dont’s
Set unrealistics benchmark or expectation
Not consider Human Resources aspect in employee advocacy
Be too restrictive
Don’t monitor your employee performance strictly to a point of discomfort and restriction of their freedom of
choice. This may just do more harm than good. Provide space for them to decide how they’d want to
promote themselves on their social media. Furthermore, they are in fact utilising their own
personal social media accounts.
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Talent Board 2017 North American Candidate Experience Research Report
http://www.thetalentboard.org/article/2017-talent-board-candidate-experience-benchmark-re-search-technologies-employers-investing-2018-beyond/
https://www.mrinetwork.com/media/304094/2017hiringsentimentstudy.pdf
http://www.aberdeen.com/research/16636/16636-rr-recruitment-outsource-ally/content.aspx
https://www.glassdoor.com/research/app/uploads/sites/2/2017/12/Final_GD_ResearchReport_5Dis-ruptions2018.pdf
http://blog.bersin.com/the-candidate-experience-journey-enhancing-six-key-touchpoints/
https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-human-capi-tal-your-candidate-experience-creating-an-impact-or-burning-cash.pdf
MRI Network 2017 Recruiter Sentiment Study
Aberdeen 2017 Recruitment Research Report
Glassdoor - What’s Ahead for Jobs? Five Disruptions to Watch in 2018
Bersin
Deloitte - 2017 Your Candidate Experience - Creating an Impact or Burning Cash?
Dont’s
Set unrealistics benchmark or expectation
Not consider Human Resources aspect in employee advocacy
Be too restrictive
Don’t monitor your employee performance strictly to a point of discomfort and restriction of their freedom of
choice. This may just do more harm than good. Provide space for them to decide how they’d want to
promote themselves on their social media. Furthermore, they are in fact utilising their own
personal social media accounts.
REFERENCE
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