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Candidate Experience | A Paradigm Shift

 Candidate Experience | A Paradigm Shift


Anjali’s decision of joining BeDifferent.com

Saturday 1000 HRS, Prateek Fedora, Anjali’s Home


Taking a sip of the coffee in a cold morning, Anjali tells her husband about the experience she went through with BeDifferent.com on a job opportunity, a mid-sized organisation in the Information Technology sector. She mentions that she could not remember a company that paid so much of attention to her starting from the first touch point of connect to offer release.  At every stage she was welcomed with a smile and also made to feel at ease in the process.  The overall experience from call to connect, docket to schedule, interview to clarity on work profile, welcome to hosting snacks; everything made her feel at ease.  She is convinced that this is the company which can provide her the culture she is looking for, a culture of openness and respect.   She tells her husband that she will send a confirmation on her accepting the offer with BeDifferent.com


Creating Hiring Experience at BeDifferent.com
Monday 1200 HRS, Manoj (Recruitment Lead)


Manoj calls up Anjali and extends his gratitude and thanks to her for accepting the offer.  He also sends a nice Thank You Card to her signed by CEO and HR Head at her residence.  The plan Manoj has worked out to provide an experience to Anjali includes below steps – 


  1. Inviting Anjali for a lunch meeting with Hiring Manager within 2 weeks of her accepting the offer
  2. Handing over a small souvenir (A company embossed Coffee Mug & a nice Notepad)
  3. Hiring Manager to have two calls during the notice period to provide updates on project and plans around the role for which Anjali has been hired
  4. Recruiter will have weekly call to check if Anjali is looking for specific help; also provides her with company updates to keep her informed about what is happening in the company
  5. HR to work in background to ensure everything is put in place to welcome Anjali on Day 1 of joining including workstation allocation, laptop and netlogin creation, access and ID card etc.


What Prospective Employees really want?


Employees are the assets of a knowledge industry.  Amid options to join many organisations, the key to attracting and retaining employees is the experience we create at every stage in the lifecycle of employee in the organisation starting from first touch point as prospective employee of the company. Other than a good work and compensation, it is the experience which brings the emotional connect with the organisation. 


Recruitment today has to start creating an experience and engagement at every touch point of the candidate’s interaction.  The impression of the organisation is primarily built through these connect experiences. Recruiters and hiring managers have a big role to play in the process.  They need to create hopes and excitement in the minds of candidates about the company. 


According to a recent Glassdoor survey, 89 percent of job seekers value the employer's perspective during the application process. In other words, they want to hear why you think your company is a great place to work.


Creating experience and engagement in the lifecycle of candidates will also help in reducing drop outs significantly which have really gone up in current market. 


Other Important Hiring Trends


Increased pressure on backfilling positions in short time frames accounting for recent trends in increased offer decline, and strict notice period release from exiting company, hiring right talent in the shortest time frame has made the overall hiring process a big challenge.  The conventional way of hiring will not be scalable in case organisations have to reach out to right talent and expedite the overall hiring process keeping in view time and quality of the resources in mind.  Other than providing a best-of-xperiences at every stages of hiring, some other important hiring trends will continue to act as differentiators in the overall hiring process– 


  • Leveraging Social Hiring Process: Social hiring process consumes time initially but it has a lot of positive results in the long run. It can be a successful tool of hiring if there is a right mindset of hiring and also when a right process is adopted.  Ability to understand and use the correct boolean operators and Google strings is very essential.  This increases the reach-out to profiles much faster than any other process.  LinkedIn, Facebook and even Twitter are good platforms to reach out to candidates.  The advantage of Social Media is that it provides an opportunity to reach out to passive job seekers who can be lured towards job opportunities. This is the most cost effective process of hiring. 


  • Technical Collaborative Platforms: Another important forum which must be leveraged for potential hiring perspective is technical collaborative platforms. Companies can host technical events, gamification, hackathons etc in such forums where technical experts from across the Industry can participate.  It provides a great opportunity for organisations to build and connect with participants and explore their possibility as potential employees. It’s a slower process, requiring considerable investments in money and time but companies which are looking for quality talent will find this a worthy investment.  


  • Profiling Based Hiring: Hiring is an art. As a hiring manager or recruiter, it is important to understand the overall environment and people of the person being interviewed. This helps in identifying potential candidates who may not be active in job portals but can be contacted either through social media connects or through references.  This is a powerful approach and also helps in expediting the overall hiring process. 


  • Making Recruiters accountable to hiring: Bringing a sales-based approach to recruitment will become popular in the Industry. Incentive based compensation where higher share of compensation will be incentive driven with opportunity to double the salary will surely bring a lot of competitiveness and result orientation in the overall recruitment function. 


Recruitment is an engine to business.  This engine needs to not only run fast and help an organisation reach its destination in the shortest time frame but it also needs to bring a lot of efficiency to the journey. Also, it has to  create an experience for its stakeholders to remain effective.  Recruitment today is a truly business function.


The Views Expressed Here Are Personal Of The Author And Not Representative Of The Organization In Any Way. 


Profile: Rajiv Naithani is Director Human Resources at 3DPLM Software Solutions Limited.


Publsihed With Permission.