The document discusses the importance of user experience (UX) in recruitment technology and processes. It argues that candidates are the main users of recruitment systems and processes, so their experience should be prioritized. It provides examples of how organizations have improved candidate experience and outcomes by focusing on UX, such as using videos to manage candidate expectations. The document also offers tips for recruitment implementations, such as doing homework, measuring current processes, focusing on high impact areas, and seeing go-live as the beginning of the process rather than the end.

1. 9 May 2019IHR Live – Manchester
2019
SIMPLE. FAST. EFFECTIVE

2. WHO WE ARE.
Our mission is to deliver talent and
recruitment solutions that are simple,
fast and effective.
We are passionate about offering
simple yet effective solutions that will
do what you need them to do so you
can be successful in your job.
WE WANT TO MAKE YOUR LIFE EASIER

3. OUR AIMS
Proven ROI through partnerships with
more than 250 organisations.
Excellent track record with both first time ATS
implementations and with partners moving to
the next level of recruitment technology
OUR HISTORY
To increase the number of direct hires
you’re making and reduce your agency
spend.
01
To get rid of the spreadsheets and be able
to track recruitment using one dedicated
tool
02
Be able to report and improve on the
recruitment decisions you’re making using in
depth analytics
03
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02
03
Consistently rated one of the best reporting
engines in the Applicant Tracking System
market by industry experts

4. ..AND OUR CUSTOMERS
ARE DELIGHTED!

5. TODAY
Why is UX important and what can
Recruitment learn from this?
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What might you do differently in
your process if you really did put
candidates first?
Ideas and suggestions, using client
examples
PUTTING CANDIDATES FIRST ADVICE ON IMPLEMENTATIONS
Planning for change
Getting the most out of the relationship with
your supplier
Key advice which may help you with an
implementation

6. SIMPLE UX EXAMPLE
An email field – what would you do?
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7. WHAT IS UX?
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Useful, easy to use, adds value and shapes a positive brand
experience
User eXperience, not just User interface (UI)
More than just how an application looks... It’s how a user feels when
they are interacting with your system/process
Puts the end user at the heart of all decisions and goes above and
beyond giving customers what they think they want
05 Rigorously tested and refined with impartial input from real people

8. BECAUSE THIS CAN HAPPEN…

9. IS UX IMPORTANT?
User Experience is consistently the most critical driver for changing HR Tech (Fosway)
The top 5 drivers for changing HR
systems:
1. Quality of end user experience
2. Lack of business agility and
flexibility
3. Lack of analytics
4. Level of innovation
5. Enhanced self-service

10. WHAT IF YOU APPLIED THE SAME
THINKING TO YOUR RECRUITMENT
PROCESS…?

11. MOST OF YOUR USERS ARE CANDIDATES!
• Growing trend towards bad UX not being tolerated by candidates
• How can you make your job adverts truly engaging?
• Is your advertising strategy targeting the right people in the right places?
• What do candidates really want to know?
• Improving retention – how can you ensure the reality of the job meets
expectations?
• What might you do differently if you treated every aspect of your recruitment
process with the same level of scrutiny that Kallidus treats UX?

12. CASE STUDY
HOME DELIVERY DRIVERS THE CHALLENGE
Iceland were seeing some retention issues regarding
recruitment of Home Delivery Drivers. Research showed that
a key reason people were leaving was because their
expectations of what the job involved prior to being hired
were different to the reality on the job.
THE SOLUTION
Kallidus incorporated a “Day in the life” video into the
application process for this role, showing applicants the
different aspects involved in the role. Some quick response
follow-up questions about the video were also asked on the
application form to confirm that candidates had watched it.

13. EXAMPLE
CANDIDATE ATTRACTION
THE CHALLENGE
Cathay Pacific were struggling with applicant numbers for a
recruitment campaign in Hong Kong to attract flight
attendants.
THE SOLUTION
Research into the actual skills and values Cathay Pacific
were looking for identified a high degree of compatibility
with employees working in customer service at fast food
chains. Pivoting the campaign to target these people
resulted in a high number of good candidates.

14. CASE STUDY
HIGHLY REGULATED
THE CHALLENGE
Lloyds Bank operate in a highly regulated environment
where candidates must have thorough processing and
background checks before their start date. It was important
to keep candidates engaged during this process.
THE SOLUTION
A highly tailored process was delivered giving maximum
visibility to all users – managers, recruiters and candidates.
This both ensured the Bank was meeting the required
industry regulations for each job role and kept candidates
engaged and informed during the process.

15. USE TECHNOLOGY IN THE RIGHT PLACES
• Lots of industry “noise” about AI, machine learning, chat bots, etc. Is it ready?
• Don’t use technology for the sake of it – think about the candidate
• Try more interactive job adverts and incorporate video, e.g. meet the team, etc.
• Use technology to encourage conversations (with real people), not to avoid them
• The best conversations are timely ones – invest in sourcing and CRM and know
your candidate
• Make sure everything works on mobile devices
• Measure, get feedback and continually adapt and evolve

16. IMPLEMENTATION TIPS
DEPLOY
DO YOUR HOMEWORK
MEASURE THE “NOW”
AREAS OF GREATEST IMPACT
CLIENT-SIDE PROJECT MANAGER
START SIMPLE
THINK ABOUT CANDIDATES
INVOLVE OTHER INTERNAL
TEAMS EARLY
PLAN AND DO UAT PROPERLY
GIVE PEOPLE TIME AND REDUCE
OTHER COMMITMENTS
TRY TO GET TASKS DONE ON
TIME
BUILD/UATDESIGNPLAN
TRAINING CLOSE TO GO LIVE DATE
GO LIVE IS JUST THE BEGINNING
EXPECT AND BUDGET FOR CHANGES
INVEST IN YOUR SYSTEM AND IN YOUR
SUPPLIER RELATIONSHIP

17. Looking to drive higher ROI? Then check out our guide to
building a killer recruitment marketing strategy and:-
1. Optimising your job descriptions for search
engines and job boards
2. Social media & paid advertising
3. Conversion rates & candidate experience
4. Optimising application processes for mobile and
modern candidates
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