The road to a new job isn't easy. The journey can be long, complicated, and full of surprises. Organizations who take the time to understand what that journey is like for candidates can see immediate business impact. From higher offer acceptance rates to lower time to fill, investing in candidate experience is essential. Get started here.
The candidate experience is the cumulative set of interactions between an individual and the organization over the course of time from awareness of the organization to the relationship with the organization as an employee. It includes both conventional touch points, such as the application, and modern influences, such as social media, that impact a candidate’s understanding and perceptions of an organization as an employer. Candidate experience is a core component of your employer brand as part of your larger talent and business strategies. If the experience falters, the organization will undoubtedly feel the impact.
“Candidates who believe they have had a ‘negative’ overall experience say they will take their alliance, product purchases, and relationship somewhere else. This means a potential loss of revenue for consumer-based businesses, referral networks for all companies, and whether or not future-fit and silver-medalist candidates apply again." - Kevin Grossman, President, Talent Board
Experience has fundamentally propelled consumer brand and marketing leaders to overhaul and innovate the way customers experience their brands. Now it’s HR’s turn. With that in mind, and in partnership with industry leaders at the Talent Board, CareerXRoads, and several Fortune 500 and high-growth companies, exaqueo has stewarded the development of a people-centered, modern employment lifecycle beginning with the candidate experience.
- Download the white paper for an in-depth look at building your strategy
- Present the Candidate Experience Model to your colleagues
71% of candidates will share their negative experiences with their inner circle, CandE Awards Research Report 2019
78% of candidates say the experience they receive is an indicator of how a company values its people, CareerBuilder Candidate Experience guide
50% of candidates will share positive and negative experiences online, CandE Awards Research Report 2019
49% of candidates will turn down an offer due to a bad experience, PwC Future of Recruiting 2019
For consumer-focused organizations, potential candidates are also current or potential customers and their experiences can have an effect on revenue streams
100% of candidates are also potential customers, especially for consumer-based employers, Talent Board
Every organization should have a true understand of the candidate experience journey from the candidate's perspective, and a strategic plan to bring the best experience to life.
For more information on the model and how to use it:
New to candidate experience in your organization? Start here:
Ready to take your strategy to the next level? These resources can help:
Need to connect with like-minded peers? Join them at upcoming events.
"Listen to your audience. Stop reading articles about millennials and go talk to the real ones you are trying to hire! Ask questions. Study them. Get that data first. Don’t do anything before you do. Once you have done that listening, then you can start to assess the needs of different stakeholders – candidates, hiring managers, recruiters, other members of the talent acquisition team, business leaders – to see what changes might need to be made to your recruiting process."
- Gerry Crispin, Co-Founder, Talent Board and The Candidate Experience Awards