How to improve candidate experience
87% of candidates agree that a positive experience can change their perception of a company or role.
Flexible Embedded Talent Solutions for Scalable Hiring Success 🚀
Welcome to Troi’s practical guide for enhancing your candidate experience—an approach that’s straightforward and accessible to all. In today’s competitive job market, creating a positive and seamless journey for potential hires is a goal every organisation can strive for. According to LinkedIn’s Global Talent Trends 2021 report, 87% of candidates agree that a positive experience can change their perception of a company or role. Troi recognises the significance of this perception and actively works to bolster your employer brand through exemplary candidate experiences.
How to improve candidate experience
Establish clear objectives
Such as assessing communication, the application process, interview stages, or overall satisfaction.
Identify Key Metrics
Decide on metrics and KPIs like Net Promoter Score (NPS), candidate feedback scores, time-to-hire, and offer acceptance rates.
Map the Candidate Journey
Create a detailed map of the candidate journey, including all touchpoints and interactions.
Gather data
From candidate surveys, employee feedback, application and interview records, online reviews, and third-party assessments.
Analyse Feedback
Identify trends, strengths, weaknesses, and opportunities for improvement from the collected data.
Measure Key Metrics
Calculate selected metrics and compare them against industry benchmarks.
Segment Data
Analyse candidate experience based on factors like job role, department, location, and demographics.
Identify Pain Points
Pinpoint pain points in the candidate journey, such as communication delays or unclear instructions.
Prioritise Improvement Areas
Prioritise areas for improvement based on their impact on the candidate experience and organizational goals.
Create Actionable Recommendations
Develop specific, measurable, achievable, relevant, and time-bound (SMART) recommendations for improvement.
Implement Changes
Assign responsibilities, set timelines, and communicate changes across teams.
Communicate Findings and Progress
Keep stakeholders informed about analysis findings and improvement initiatives.
Solicit Ongoing Feedback
Encourage candidates to provide feedback at various touchpoints.
Evaluate Impact
Assess the impact of changes made to the candidate experience.
Evaluate Impact
Assess the impact of changes made to the candidate experience.
Iterate and Refine
Continually refine your candidate experience analysis process based on evaluations and changing expectations.
More than just hiring
Our approach to embedded recruitment is rooted in actual in-house recruitment experience. Our entire team of recruiters has a minimum of 8 years of agency and internal recruitment experience for some of the world’s most rapidly growing brands. Alongside hiring at scale, all of our recruiters provide:
-
- Market Intelligence
- Salary benchmarking
- DE&I process solutions
- Omnichannel inbound/outbound strategy
- Employer branding and value propositions
- Design and implement hiring process
- Interview training
Our Talent Acquisition Managers have hired over 350 roles across multiple functions to help drive a huge digital transformation project and have secured talent and leadership experience from Facebook, Google, and Amazon, helping H&B to become an attractive option for developers looking to move.
£
0
m+
Saved in recruitment costs.
0
+
Tech & commercial hires placed.
0
+