How do you benchmark and compare your candidate experience with your competitors and industry standards?

Defining your goals helps you know what you should be looking out for as far as candidate experience is concerned. Ensuring your goals are SMART is the right way to define your goals.

Candidate Surveys: Gather direct feedback to gauge satisfaction. Industry Reports: Compare against published benchmarks and trends. Mystery Applicants: Use insiders to apply and share their experience. Review Sites: Check Glassdoor and Indeed for candid insights on competitors. Social Media Listening: Monitor chatter about hiring experiences. Networking: Exchange insights with peers at industry events or forums. Tech Utilization: Compare your tech stack with industry leaders for efficiency. Stay informed and adapt to remain competitive

In full cycle recruiting, defining the candidate experience goal involves creating a positive and seamless journey for candidates from initial contact to eventual onboarding or rejection. This includes clear communication, timely feedback, respect for their time, transparency about the process, and providing a positive impression of the company regardless of the outcome. The aim is to leave candidates feeling valued, respected, and with a positive perception of the organization, regardless of whether they are hired or not.

Para estabelecer um employer branding eficaz precisamos definir o benchmarking que a empresa irá realizar e suas metas atreladas na cria??o de uma marca forte empregadora e com boa reputa??o no mercado. Para isso entender melhor os indicadores de funil, estratégia e objetivos da empresa s?o os pontapés iniciais para uma ótima integra??o de servi?o, feito isso partiremos para o plano de a??o definindo quais canais de comunica??o atingem seu publico alvo, o tom que o candidato ideal se identifica e objetivos que ir?o promover a conex?o entre as partes, com tudo isso desenhado você terá a resposta sobre o caminho ser em aumentar a taxa de inscri??o, reduzir o tempo e taxa de aceita??o de ofertas ou reputa??o da empresa.

Tips: Establish Trust, Regular Communication, Ask for Feedback, Show Appreciation, Follow up, Active Listening, and Maintaining Relationships

Candidates will be honest with you. Their feedback matter. Collecting the right information from each candidate's experience will help you know whether or not you're meeting your goals. Identify patterns from the feedback collected as this will shape how you make progress towards attaining your set goals.

Uma das melhores práticas a ser realizada é a coleta de feedbacks dos candidatos durante o processo seletivo, enquetes via forms dificilmente tem alta taxa de aceita??o. O melhor caminho é no final da entrevista com o Aquisi??o de Talentos questionar o candidato sobre feedbacks, avalia??es respondidas, sobre o que achou do processo, o que poderia melhorar as expectativas, sugest?es, para que assim você possa metrificar sua assertividade e até mesmo recalcular rota caso n?o esteja t?o aderente o processo seletivo. Usar estes indicadores é essencial para o negócio e levar isso como amostra para os diretores da empresa ajudará a direcionar em pesquisa de campo para área de produtos e growth com o planejamento de expans?o.

Applicant tracking systems like Greenhouse (this is what my company uses by the way) helps you analyze the feedback collected. What are the majority of candidates saying? Identify patterns and act on them.

A porta de entrada da empresa é o time de aquisi??o de talentos, nesta área você terá contato quente com o seu publico externo de profissionais, s?o dados ricos em insumos importantes para direcionamento e responder quest?es internas da empresa, utilizar estes dados de maneira assertiva é essencial para que você possa entender padr?es do mercado e prever movimentos/cenários possíveis que sua empresa irá enfrentar no mercado de trabalho, motivos de n?o aceite de oferta ou processo seletivo, taxa de abordagem vs taxa de convers?o ativa s?o indicadores de posicionamento da empresa como exemplo.

We evaluate our clients' existing employer brand, recruitment marketing strategy, and application process. The comprehensive assessment conducted identifies strengths and areas for improvement against industry best practices and competitors. We focus on their employer brand and reputation, as well as the intricacies of the current application and hiring process. This is done through the lens of a job seeker with the ultimate objective of providing a roadmap to enhance these elements, and more effectively attracting and recruiting top-tier talent. It’s truly a baseline and a strategic framework for how to compete more effectively in the talent acquisition landscape.

Platforms like Glassdoor and Indeed gives you an idea about your reputation. Those are go-to sites for most candidates and employees. You really need to know what candidates think about your employer brand vis-a-vis your competitors. This will help you project your brand in a positive light.

Entender o seu posicionamento no mercado é essencial, comparar sua opera??o com de concorrentes para entender fric??es, corre??o de rota, melhorias, reconhecimento para que o seu fluxo de processo seletivo seja mais atrativo do que os concorrentes de área, a frase nada se cria tudo se cópia cabe muito bem para este exemplo, buscar olhar para fora da empresa ao mesmo tempo que olha para dentro com a vis?o externa lhe servirá insumos relevantes para se posicionar acima de seus concorrentes e utilizar práticas já consolidadas deles também.

Collecting data and analysing it is important but if you will not take action then the information is useless. If you've seen patterns from the data you've collected then you work towards improving in areas that needs improvement.

Após todo o mapeamento citado anteriormente, agora é a hora de implementar as melhorias na experiência do candidato, otimize seu funil, simplifique a vida do candidato para ter um acesso mais próximo e humanizado da área interna na empresa, disponibilidade canais, forne?a feedbacks assertivos, treine suas equipes para a condu??o de processo seletivo assertivo e na condu??o das contrata??es para ter um processo eficaz, respeitoso, humanizado e representando todos os pontos positivos de fazer a escolha em se juntar a este negócio.

Candidate experience is multifaceted and needs to be holistic and mindful of how it impacts the brand. It starts from JD and screening through life cycle of recruitment. Today there are a lot of players in the industry who have analytics over this. Collect feedback from candidates about your recruiters - how helpful they were , hiring managers - for the interview process, few questions about organization - to find out their perspective and the hiring process. This will give you wholesome feedback and you get your NPS Score. You can also review glassdoor,ambition box etc. This is a repetitive process and you need to improve and act on the feedback regularly. This would help you be competitive and uphold your brand.

At a very base level, even if you to think your candidate experience is perfect, it can likely still be better. I think, what's more important than comparing yours to another's, is listening to your employees, and encouraging them to share their ideas/opinions. Different generations of employees bring about different & important experiences and opinions. Collaboration is so underrated when it comes to improving the candidate experience. Additionally, look at your current process and ask yourself a few key questions. Is the hiring process unnecessarily long? What perception do our recruiters/hiring managers give off following an interview with a candidate? What does our application process look like? How's our communication with candidates?