This document discusses the importance of candidate experience in the talent acquisition process. It notes that the candidate experience is shaped by all interactions during recruitment, marketing and hiring. Providing a good candidate experience is important as it can influence whether a candidate ultimately decides to join the organization. Both positive and negative recruiting experiences are often shared with others. The document provides tips for improving candidate experience such as clearly defining job requirements, ensuring interviewers are prepared, communicating frequently with feedback, being respectful and valuing candidates, and personalizing the recruitment process. A good candidate experience can positively market the organization and attract talented applicants.

1. CANDIDATE
EXPERIENCE
BY,
RESHMA NAIR
MHRM,
RAJAGIRI BUSINESS SCHOOL

2. Candidate experience
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Candidate experience plays a huge role in
talent acquisition.
The Candidate Experience is the collective
result of ALL the interactions you have
with candidates in the recruitment
marketing and hiring process.

3. TREAT CANDIDATES AS CUSTOMERS…..

4. Why is it
important???
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5. “The final decision of the candidates whether to join the
organization or not will depend on the experience they
get while applying.
First impression about the employers is important even
for a rejected candidate. He can become fit in future.
Poor recruitment experience can be shared and stops
eligible people from applying.
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6. 2015 Talent Board candidate
experience data
▫80% will share positive recruiting
experiences with their inner circle
▫66% will share negative ones with
their inner circle
▫On social media, 53% will share
positive stories publicly
▫And 33% will share their negative
stories via social media
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7. WHAT CAN WE
DO TO MAKE OUR
CANDIDATES
GET BEST
EXPERIENCE ?
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8. Clearly
define what
you are
looking for
in a new
hire…
 Tell their responsibilities.
 Give a clarity on development and
advancement they get in this job.
 Brief about what they can do differently
from their previous job.
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9. Make sure
hiring
managers are
prepared for
interview
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 Study the resume and have a
background about the candidate.
 Respect their time. Be prepared and
start ON TIME and never rearrange a
scheduled interview.

10. Communicate
frequently
with
candidate and
offer
feedback
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 Brief the candidates clearly about
the stages and procedures of
selection.
 Give reason in case of rejection.
 Make call than sending a mail.
 Give feedback about interview.
 Be honest and transparent.

11. “
 Walk in a job seekers shoe.
 Be nice to them in this long process.
 Tell them what you are and why are you different.
 Market yourself and the culture of the company.
 Promise more pay than previous job.

12. Personalize recruitment process.
Give respect and value them.
Don’t make them wait too long to get a final
result.
Structure the interview. Plan who will ask what.
Send them a thank you note for applying.

13.  Good candE can
market our
organization even
if the candidate is
not selected.
Good
candidate
experience can
make a lot of
positive
change….
 Right applicant
can turn down
with bad
experience.
 Talented
people gets
discouraged
with
unplanned
recruiting
process.
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14. THANK YOU