Case Studies

PointClickCare

PointClickCare

PointClickCare helps LTPAC (long-term and post-acute care) providers gain the confidence they need to navigate the new realities of valuebased healthcare.

1. What changes have you made to your candidate experience recently? What improvements are you most proud of? How do you know that your changes are making a difference?

1. What changes have you made to your candidate experience recently? What improvements are you most proud of? How do you know that your changes are making a difference?

Our investment and focus on candidate experience really began about three years ago, when we first got introduced to the CandE Awards. Utilizing the research reports put together by Talent Board, we’ve continued to make changes and improvements to our candidate experience initiatives.

More recently, we have really focused on one of the biggest challenges that candidates face today: receiving feedback. Candidates feel that they fall in a “dark hole” once they apply to a role. Our biggest change this year was the implementation of our new ATS, Lever, which really helped us with addressing this challenge. With Lever we were able to automate a lot of our recruitment workflows, which gave our recruiters time to focus on things that truly matter. Lever allowed us to add in customized email templates, the ability to “mass email” candidates and integration with Outlook, etc.

Each candidate that goes through the recruitment process at PointClickCare receives status updates, and no one is kept “out of the loop.” Through Lever we are easily able to see which candidates have gone “stale,” which helps our recruiters ensure that all candidates are being kept warm. We know our changes are making a difference, as we’ve seen continuous improvement in our Glassdoor Interview ratings. These changes also led us to be ranked second in the CandE Awards this year.

2. Why did you decide to make changes to how candidates were being treated? What data or evidence prompted you to make a change?

Partnering with Talent Board and the CandE Awards really helped us understand the impact of candidate experience on the success of our organization. We know that having a negative experience can have a significant impact on a candidate’s likelihood to reapply and/or refer their family/ friends to our organization.

Given that most of our current employees were hired on their second or third application and that 30% of our roles are filled through referrals, it’s imperative to us that our candidates receive the best experience so that they can continue to reapply and refer their friends and family. In a tight labor market, missing the mark on this can be detrimental to our “top of the funnel” applications and can easily increase time to fill.

We know our changes are making a difference, as we’ve seen continuous improvement in our Glassdoor Interview ratings. These changes also led us to be ranked second in the CandE Awards this year.

3. How did you build support and commitment within your team and the broader organization? How did you demonstrate the importance of candidate experience?

All of our employees who are involved in the interview process are required to go through an internal training called “Hire to Win.” This training program walks them through the importance of providing an outstanding candidate experience and of the impact it has on our employer brand.

Ensuring that our team understands the impact candidate experience can have on an organization has really helped us gain the support and commitment from each member.

4. How do you measure candidate experience? How do you report on your recruiting process? How do you use that data to demonstrate financial impact as well as manage recruiter and hiring manager behaviors?

We continuously look at our Glassdoor interview scores to measure our candidate experience year round. Talent Board’s CandE survey helps us tremendously to understand areas where we’re doing well in and the areas we need to improve. Outside of the CandE survey period, we also send out an internal survey (through SurveyMonkey) to our candidates so that we can ensure we’re always getting data on how we’re doing.

This data is constantly reviewed and analyzed by the team, and needed themes and trends are shared with our recruitment team and hiring managers.

Partnering with Talent Board and the CandE Awards really helped us understand the impact of candidate experience on the success of our organization.

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