Candidate Experience - Ideology & App

Automation software to optimize talent acquisition
Candidate Experience: Ideology &
Application
Namratha Nandish
Leadership & Strategic Hiring Team
Capgemini
September 23, 2015

CONTENTS
IDEOLOGY
CANDIDATE EXPERIENCE LIFE CYCLE
BUILDING CANDIDATE EXPERIENCE STRATEGY

IDEOLOGY
• Does your business put a “SMILE” on customers face?
• The best advertising is done by customers with “WOW” experience
• Have we optimized or really thought through what kind of experience we
are giving to the candidate’s with whom we interact?

At Every Interaction, Emotions Are Evoked!!
Interaction

Emotions + Interactions with YOU as a Company
C.E – Candidate Experience • For Best Candidate Experience:
– Good Emotions Evoked
– At every point of interaction
– With the Organization
• Interactions define YOU as a
brand.
• Interactions impacts the way
candidate feel about
– the company
– the people
– value received
– product/service
– feel about himself/herself
C.E

Why Does Candidate Experience Matter?
• Employer Brand Owns The
Candidate Experience
• Impacts:
– Retention
– Referrals
– Word of Mouth
PERCEPTION IS EVERYTHING

POLL
Dear XYZ,
Thank you for showing keen interest towards our organization. We regret to inform
you that we will not be taking your application forward presently for this role.
However, we have your profile with us and will definitely get in touch with you once
there is a suitable opportunity that comes up. Your profile will be kept confidential.
Thank you again, for your kind interest and time. Wish you the very best in your future
endeavors.
Regards,
ABC
What is your opinion regarding below format of regret email sent to unqualified candidates?

Company’s Perspective Vs Candidate’s Perspective
Company‘s
Perspective
Candidate’s
Perspective
Benefit
Assumption
Actual Impact
Candidate’s
Displeasure
BothConstructive feedback to the
candidate can benefit both candidate
and the company
Better Email
Company’s Perspective
1. Branding through
word of mouth
2. Candidate may refer
the right prospect
Candidate’s Perspective
1. Will understand
his/her areas of
improvement
2. Will add company to
his Dream Company’s
bucket list

– Current & Way Forward
Happiness is directly proportional to 3Ps of the organization
Productivity Profit Prosperity
Increase the Happiness Quotient
Company’s
Perspective
Candidate’s
Perspective

• Exploration
• Interview
• Feedback
• Offer
• On boarding
• Experience Quotient
Exploration
Interview
FeedbackOffer
On
boarding
Experience
Quotient

Reject
Reject
Suitability?
Candidate
in Buffer?
On hold
Sort/screen
candidate profiles
Conduct Technical
Interview
Scheduler/
Facilitator
Assess as per Required
Suitability? On hold
Any more
interviews?
Offer accepted?
Joined?
On boarding
Make Offer
Suitability?Reject
Salary Negotiation /
HR Round
Receive application,
walk ins or
approach
candidates
YES
YES
YES
YES
YES
YES
NO
NO
NO
NO
NO
NO
YES
NO
Marginal
Marginal
Experience Survey

Exploration
KEEP IN MIND
• Answer – “What’s in it from me?”
• Find the candidate’s intrinsic desire
• Apply PULL strategy instead of PUSH
AVENUES FOR EXPLORATION
– Candidate applying through
• Career Sites
• Job Postings
• Walk Ins
• Referrals
• Consultancies
• Word of Mouth
– Companies approaching
candidates
• Active Sourcing
• Passive Sourcing
Sort/screen
candidate profiles
walk ins or
approach
candidates

Interesting Career Pages
Include links to blogs, videos, upcoming events etc

Interesting Career Pages

Choose You Words
WORK
WITH US
Be apart of our Talent Community

Videos & Tweet Chats
Take a tour of NetApp
Headquarters in Sunnyvale, CA

Transparency
• Make Your Interview Process
Available
• Introduce your hiring
manager’s or key employees
• Showcase your different
teams/department/functions

Interview
• Understand our target workforce
generation
• Hi-Touch & Hi-Tech approach
• One important question to be
asked every single time.
Reject
Conduct Technical
Interview
Scheduler/
Facilitator
Any more
interviews?
Yes
Yes
NO
Marginal
HR Round

Hello Abhishek, We are excited
to meet you. Sharing our office
location with you, see you at
10 AM – Nam
Hello Abhishek, It was pleasure
having you in our office. Thank
you for coming. We will get
back to you with the feedback
by EOD tomorrow - Nam
Example - Hi-Tech & Hi-Touch
Hi-Touch + Hi-Tech = Efficiency in Recruitment Process

Reject
Reject
Suitability?
Candidate
in Buffer?
On hold
Sort/screen
candidate profiles
Conduct Technical
Interview
Scheduler/
Facilitator
Any one
interview?
Offer accepted?
Joined?
On boarding
Make Offer
Suitability?Reject
HR Round
walk ins or
approach
candidates
Yes
Yes
Yes
Yes
Yes
Yes
NO
NO
NO
NO
NO
NO
Yes
NO
RESPONSE/
FEEDBACK
Marginal
Marginal

Response/Feedback
0
1
2
3
4
5
6
7
8
9
10
Java Web Tech People
Mgt
Comm
Skills
Expectation
Actual
Areas of
improvement
Respond, Provide Feedback – it’s the way YOU show that
you value your candidate
Inner circle
Social Media

Offer
• BIG Perks
• Add a component in salary structure related to their
passion or interest.
• Send them on precation – vacation before the candidate
starts his new job.
Offer accepted?
Joined?
Make Offer
YES

Happiness Quotient Evaluation
0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
L&D Insurance
Policy
Meal
Vouchers
Day Care Financial
Aid
Gym Fee
Senior
Mid Level
Junior

On-boarding
Joined?
On boarding
YES
Cup of coffee
Catch up with the team
Goodie Bag
Bring a smile and make your candidate comfortable.
Goodie bag

Experience Survey
• Survey and tweak your process
• Metric - Tie recruiter’s performance to candidate experience.
• Hold yourself and your fellow recruiters accountable.
Experience Survey
0
1
2
3
4
5
Rating
Performance Evaluation
Kate
Sam
Nik

BUILDING CANDIDATE EXPERIENCE STRATEGY
• Candidate Pool Analysis – Analyze the
demographics like age, designation/level,
industry, family background, skill set, location etc
• Identifying most important Make/Break
Moments that need to be addressed
• Based on the identification of make/break
moments and analysis of the candidate pool,
generate & build on creative ideas
• Check the feasibility as per your company’s
budgets/allowance/rules & regulations
• Implement the new process – rollout on smaller
and bigger scale
• Metrics to check the quality of the process –
experience survey
• Improve based on the survey
Candidate Pool
Analysis
Identify Make/Break
Moments
Generate Out-of-the-
Box Ideas
Implement the new
process
Feasibility check
Measure & QC
Continuous
Improvement

Candidate’s Career Stages
1 Year
3 Years
15 Years
9 Years
13 Years
23 Years
30+ Years
Motivation and Needs change as per
the Career Stages of individuals

Candidates by Generation
Baby Boomers –
(born between
1946 – 1964)
Millennial/Gen Y
– (born between
1982 - 1995)
Generation Z –
(born in or after
1996)
Generation X –
(born between
1965 – 1981)
Silent
Generation –
(born in or
before 1945)

Candidate Pool Analysis – Sample Analysis
Ask your employees - Where do you look for a job? Rate the usage of below
online ways of exploring jobs.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Maximum Use
Limited Use
Do not use

Sample Analysis
Ask your employees – While applying for the company, were you aware of the
INFORMATION and was it USEFUL?
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
Aware & useful
Aware & not used
Not aware

Sample Analysis
0%
10%
20%
30%
40%
50%
60%
70%
No contact
required
It's not
must that
recruiter
should
respond
An
automated
message
without
specific
details
Recruiter's
email with
detailed
reasons
Recruiter's
call with
detailed
reasons
Others
Employee
Percentage

Make/Break Moments – What, How & Why
• Go Step-by-Step
• Identify Make/Break Moments to be addressed
• Compare the results with the current process
• Example:
– Career Page: 70% of our employees visit our career site. How attractive is our
career site? Is it easy and user friendly? How much time does it to apply for a
jobs?
– Job Posting: More than 80% of our employees read our job postings. Are we
writing compelling job postings? What is the conversion rate of people
viewing to applying? If low/high, why?
– Feedback/Response: About 87% of our employees look forward for recruiter’s
email with detailed feedback. What are we doing today?
• Other make/break moments: Make Offer, On boarding

Generation of Ideas
Make/Break
Moments
Ideas/ Creativity
Career Page Including Video links
Job Postings Training on Job Posting and monitoring the
quality
Feedback/Resp
onse
Personalized detailed feedback provided with
the help of automation
Based on what, how and why, think of creative ideas or corrective options against each
make/break moments.

Feasibility Check
In terms of cost effectiveness, time and impact check the feasibility of your
ideas generated based on your survey.
Things to consider for feasibility check:
• Company Budget
• Company Policy Flexibility
• Company Strength
• Job Profile
• Industry
• Number of POC
• Supply vs. Demand of candidate vs. job
• Numbers of positions/jobs
• Candidate Demographics (Seniority Level, Age, Background – life style,
Family, Institutions etc)

Implement And Measure
• Implement on Small Scale
• Design a feedback form to measure the candidate experience
• Make your manager’s lead’s accountable
• Include the result of measurement as a part of individual’s KPI

Research says
81% of the candidates that had a negative experience would not re-
apply
while 98% of candidates with a POSITIVE EXPERIENCE would!

THANK YOU
@NamrathaNandish
https://in.linkedin.com/in/namrathanandish

Candidate Experience - Ideology & App

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