It’s no secret that talent acquisition is evolving faster than it ever has and much of it has been due to candidate expectations of employers what we like to call the “consumerization of the candidate experience.”

Candidates expect an experience on par with the consumer experience and when they make purchase decisions (and what is a career choice other than “our most important purchase decision”), they want an experience that is transparent, relationship-based, personalized and flexible.

So what does that mean for talent acquisition organizations?

The New Candidate Experience Journey – Download Below!

Our infographic outlines what “The New Candidate Experience Journey” looks like. The piece shows the evolution of how candidates decide on their next career choice and includes a look at:

  • Who qualifies as a candidate
  • The components of an effective employer brand
  • New strategies and tactics for converting candidates into hires

Candidate Experience

Important Infographic Takeaways

As you look at the infographic (download for free by clicking the banner above), there’s a few quick takeaways that are important to realize.

Most Candidates Are Essentially Active: Most candidates are willing to listen to opportunities to accelerate their career, it’s not just so called “active” candidates. That means we need better ways to engage and build relationships with candidates through our Employer Brand as they evaluate our organization and in many cases that evaluation period can be weeks and months, not days. Our Employer Brand is our best attraction asset and it’s important for organizations to engage with brand not just jobs.

Multiple Sources of Influence, No Single Source of Hire: The way that we track the sources and initiatives in our recruiting strategy is evolving. A final source of hire can be important to decision making (and should be measured) but we need to understand and look to measure influence of all our sources and initiatives on a candidate’s decision to apply. Candidates use multiple sources of information before they apply and it’s important to recognize that multiple sources should be measured for every completed application and hire.

Application is a Flawed Conversion Mechanism: This is not to say we shouldn’t have an application process and that it is not the goal of recruitment marketing. However, when our application is the only conversion point in our process we are losing a ton of potential candidates (on average 60% of candidates drop-off during the apply process.)

That’s why organizations are utilizing CRMs and Recruitment Marketing Platforms to capture candidates in the apply process and through other recruiting assets before a candidate gets to the apply process. Not every candidate is ready to apply and this provides a candidate an option for engagement outside of applying.

Convert with Content, not just Jobs: But once you capture these candidates, how do you get them to convert into applicants? This is where a mix of content and targeted opportunities comes into effect. Candidates don’t want just job alerts but want to understand your culture, employee stories and industry content. It’s through this content that they will view your organization as a valuable source and employer of choice.

As we move to taking a more relationship-based approach to recruiting that is about capturing all candidates that opt-in to a relationship, we will have to think through our communication and content plans. This most likely will start with curating content but it will be ultimately be about understanding the content that is meaningful to the critical skill families that you are looking to attract.

Download the Infographic Today!

You can download the infographic for free below. Enjoy!


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