There are plenty of whitepapers and blogs that attempt to define and describe the candidate experience, but can we go further? Can we find a way to make it part of a holistic recruitment approach, and think of it more like a product, or a “deliverable” item?
Granted, it is hard to imagine that the candidate experience can exist independently of a talent acquisition strategy and vice versa. Instead, we need to refine the entire recruitment strategy to ensure the candidate experience is pre-targeted and delivers real value to the customer.
So, What’s the Product?
Recruiters are always looking to enhance, differentiate, and sell their products, but what exactly is the final recruiting product? Some may say it’s the job offer, but if we think about the way recruitment tools and strategies have evolved, this definition alone cannot capture it.
All of the recruiting and talent resourcing efforts that use interactive media sites — creating user-friendly career pages, blogs, communities, etc. — are designed to draw in and gain candidate interest. They hope to entice candidates (as much so as hiring managers) to “buy” into a recruitment process in the hope of obtaining a job. But, if the product is only the job on offer — and this can only be given to one person — this would leave most of the customers who applied with nothing to show for their “purchase.” If we say that the final product is the company job offer, we are bound to have many unhappy customers.
Instead, we can argue that the one thing all buyers can receive from an organization is a candidate experience. Whether they actively apply for a position or they are approached, and regardless of whether or not they are offered and accept the job, the experience is the one thing each applicant can receive.
From the moment the first connection is made, be it a click on a site, an email or a telephone call, the experience begins. keep reading…