Candidate Experience – Best Practices

3 min read

“It doesn’t matter how much voice you give to your employees if you don’t actually do anything with that, it doesn’t matter”.

This is just one of the many great things I’ve heard on the 3rd and 4th of May while attending an online event for human resources pros, Talent Summit.

This event was brought to us by HireVue and Glassdoor, gathering a crowd of amazing speakers like: Lou Adler from Adler Group, Jennifer Newbill from Dell, Kirsten Davidson from Glassdoor and many others.

From Employer Branding and onboarding specialists, to recruitment and interviewing gurus, it was a pleasure to spend my nights listening to their insightful ideas and tweeting with other HR fellows from all over the world.

How does your candidate and employee experience look like?

The main idea wrapping up all the seminars of the event is that technology and the constant flow of information shifts the candidates and employees to a consumer position.

For the purpose of the article I will divide the consumer journey in 3 main areas and talk you through the main insights for each of them.

Awareness & Consideration

Interest & Recruiting

Employee experience

Nowadays, the access to information is making a difference, but the winning companies will know how to use it in their favor. So go build your own consumer journey, check out the touch points with your candidates and employees, from the awareness stage all the way to the hiring one. Build them with the help of social media & other digital instruments, focusing on your consumers all the time.

If you want to find out more about the event and discover some insightful conversations, follow the hashtag #TalentSummit on Twitter and be part of the community.