Improving the candidate experience

Abstract

Purpose

The purpose of this paper is to cover the inaugural UK employment candidate experience awards (The C&Es). It aims to include details of the program, best practice case studies and some of the 2012 C&Es winner success stories.

Design/methodology/approach

This paper draws on research findings from participating organizations that shared data on their candidate experience processes and practices. This also includes research findings from 857 candidates who applied to these organizations. References may also be made to the North American research data – the second year has just concluded – with 90 participating companies and 17,500 candidate responses. Some of the organizations featured include UK winners GE Capital, Risk Management Solution and Avanade, and North American winners Adidas Group and Deloitte.

Findings

Organizations which do not recognize the importance of providing good candidate experience practices will find it increasingly difficult to source the right talent. Candidates expect a return on investment, and time invested will become the currency that fuels their expectations. Their key expectation/requirement will be timely, accurate and transparent communication. A personalized experience, and all that entails, will become the norm.

Originality/value

The paper provides evidenced research findings which were verified by candidates who experienced part or all of the organizations' recruitment processes.

Citation

Carpenter, L. (2013), "Improving the candidate experience", Strategic HR Review, Vol. 12 No. 4, pp. 203-208. https://doi.org/10.1108/SHR-03-2013-0017