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Recruiting Tech Buyers Checklist EN 2020

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Technology checklist questions: The "Experience" Your Candidates Expect Delivering an engaging candidate experience in a competitive hiring environment makes good business sense. Research from Talent Board proves this out. Across North America, EMEA and the APAC region, research showed that candidates who felt they had a "negative" overall experience said they would not consider doing business with the organisation (both in their capacity as consumer as well as professionally), would not refer others to work there, and would not apply again. On the flip side, candidates who had a "great" overall experience would apply again, would refer others and would consider doing business with the company even when they weren't hired. When evaluating technology, it is important to consider the experience for everyone involved – the candidate, the hiring manager and the recruiter. The focus should be on removing obstacles in the process and creating transparency and connection between the candidate and your company. Is your careers site engaging and truly reflective of the employer brand you want to project? Do you have flexibility to align the branding to your company's digital presence? If you recruit for multiple brands, do you have the flexibility to reflect each unique brand message but still report on all recruitment performance holistically? What's the mobile experience like for applicants? When applying for jobs, how many steps are involved in the process? Can they be reduced? Can candidates save in-progress applications, manage their details and profiles, and sign up for alerts via any device? Do you offer candidates the ability to apply without compulsory registration, which is often a bottleneck causing applicant drop off? Can your candidates apply with "one click" or use existing CV-like profiles from their professional networks to eliminate duplication of inputs? Do you use the latest CV parsing tools which allow applicants to import their electronic documents during the application process and allow easy search for skills, competencies and experience by hiring managers and recruiters? How do you ensure timely and targeted communications to your potential candidate pool? Are you able to stay in touch via multiple channels to nurture their engagement with your company and target candidates with tailored messages and new job opportunities that match their skillsets? Are you able to use chatbots during the application process to enhance the candidate experience and provide answers to common questions they might have when applying? Can your candidates add a personal touch to the experience by using video applications? Are you able to deploy and collect survey information from candidates on their experience with your hiring process?

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