5 Steps to Reverse Engineering the Candidate Experience
Last week I wrote about reverse engineering the HR experience. Today, I want to share some tips for doing the same thing for your company's candidates. It goes without saying (but I love saying it anyway), that your candidates instantly become an extension of your organization's marketing efforts. Between word of mouth and social media, bad news can travel fast. As well as put a chill on your company's ability to attract top talent.
Here's what to do to reverse engineer the candidate experience:
1. Gather together a group of internal talent acquisition stakeholders - e.g., recruiters, coordinators, hiring managers, HR generalists
2. Brainstorm the exact opposite experience the group wants candidates to have - for instance, cancelled in-person interviews, lack of communication, all-day marathon interviews, etc.
3. Process map ways to reduce the possibility of these types of issues happening. Think through tools, roles and responsibilities, retraining, etc.
4. Identify objective measures to track the current state of these issues - and future progress.
5. Update the talent acquisition process to close these gaps. Review your learnings with senior leaders to ensure their support. Then, clarify the expectations for hiring managers at the beginning of each new search.
On an ongoing basis, survey candidates - those in-process, those who were turned down, as well as those hired - to assess the quality of their experience. Share best practices among hiring managers and HR. Celebrate successes that focus on the speed, quality and professionalism of the candidate experience. And make these changes a part of your ongoing TA process, training and measurement.