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Why the Candidate Experience Professional Development Is So Important

The Talent Board and Candidate Experience (CandE) Benchmark Research Survey started 10 years ago. Since then, over 1,000 companies and 1,000,000 candidates have participated in our research. The message, year over year, is clear: Candidate Experience best practices in a Talent Acquisition function can have a significant impact on the bottom line of any organization, whether it is B2B or B2C, regardless of size or industry. This is because both external and internal candidates who have a positive experience with your organization while interviewing are more likely to apply again, refer others, increase their relationship with your brand, and tell others about their positive experiences. 

What does candidate experience entail? It is a recruitment strategy around every touchpoint, from the minute someone considers working for you to the time they are hired, in which you are setting expectations, providing transparent communication, and giving them feedback in each interaction. 

Candidate experience is a competitive differentiator in your recruiting, hiring and retention strategy and tactics because candidates who perceive fairness in the process and feel like their time was valued will stay connected to you. You will get key hires over competitive offers. You will make hires that become more engaged employees. When you reject candidates, which will always be most of them for any given job you’re hiring for — if they are a customer, they will keep purchasing. If they want to work for you, they will stay interested until the right role emerges, even if it is a couple years away. Even after they work for you and leave, a positive experience could bring them back to you as a rehire.

 In this professional development certificate of learning program, you will learn those best practices through a combination of facilitator-led live peer discussions and self-paced learning, including:

  1. Getting leadership buy-in and support for candidate experience initiatives. You will learn to turn data into key insights and align them to business goals. We will practice creating a business plan together.
  2. Develop dynamic job descriptions that generate interest and help a candidate to envision themselves in your role.
  3. Develop reasonable and repeatable expectations that your recruiters deliver when engaging with candidates so they feel like their time is valued.
  4. Learn to bring structure to the screening and interviewing of candidates in a way that they perceive fairness in the process and your team can confidently select the most qualified.
  5. Learn how to reject candidates with empathy so they remain interested in your business even though they did not get the job.
  6. Throughout the course, we will build an action plan and toolkit that we keep when the course ends, along with newfound best practices and an expanded network of peers.

 Even though events in the past couple years have left us unsure about what “normal” means, one thing is certain: Companies will be behind schedule unless they can fill key hires and there will be competition for those hires. Candidate experience makes all the difference in how effectively you can build your team. 

Sign up today to learn more. Classes start in March.

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