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5 Keys to Building a Powerful Candidate Experience

By Frank Gullo on LinkedIn

“The last best experience that anyone has anywhere becomes the minimum expectation for the experiences they want everywhere.” You’ll often hear this at marketing and employee experience conferences, and though it’s unclear who said it first, what is certain is that experience matters, and when it comes to technology, it’s always changing.

Discussion about candidate experience often turns to a company’s career site, and rightly so, as the career site is a key destination for candidates considering employment. Are the job descriptions compelling or flat? Is the application process easy or cumbersome? Is the site mobile optimized or still using a legacy desktop design? However, while it’s important to optimize career sites for candidate experience, with today’s mobile and social web, candidate experience interactions are increasingly taking place beyond the career site.

According to a 2017 Talent Board survey of over 180,000 job seekers, candidates typically check a variety of sources when they research jobs, and 42% say that a source other than the company career site was their most valuable resource when evaluating opportunities. Below are the top six sources:

  1. Company career site, 58.07%
  2. Employee, candidate or customer referral, 35.71%
  3. LinkedIn career page(s), 33.69%
  4. Job boards, 30.64%
  5. Employer review sites, 29.18%
  6. Job notification/agents, 28.11%

With so much of the candidate experience taking place beyond the career site, it’s important to ensure those experiences are on brand, seamless, technically smooth, and positive for the candidate. Here are five key candidate experience areas to focus on other than your career site…

 

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