Candidate Engagement vs. Experience: Differentiators for Recruitment

February 6th 2019

Today’s candidate-driven market has made it harder than ever to attract top talent. You must find ways to attract the attention of both those actively seeking out new job opportunities, as well as those wondering passive candidates who just happen to be surfing the net and land on your career sites. While active candidates are already ready to start talking about the job, passive candidates are only semi-ready to be converted.

To attract these elusive passive candidates, you must ask yourself, How does the candidate perceive your brand? How will your jobs benefit the life of these candidates? What will make this candidate stick? and How can you get your prime candidates to accept the offer? Ultimately, you must go beyond your career sites and find a way to connect with and create an experience for your target candidates on a deeper, more meaningful level.

Focusing on enhancing candidate engagement and providing a high-quality candidate experience throughout the recruitment process can help you build this connection with your target candidates.

 

What is Candidate Experience (CE)?

Candidate Experience is the perceived experience versus the individual’s expectations of the candidate interaction between recruitment team and organization over the duration of the candidate relationship throughout the recruitment process.

The candidate experience is measured by how candidates perceive and respond to the company’s overall recruitment process. It includes every interaction your recruitment team has with the candidate, including both online and offline communications.

This omnichannel approach targets every touchpoint within the candidate journey with various strategies, that include everything from mobile-friendly career sites to sending out personalized rejection email of an application or job interview.

 

The difference between Candidate Engagement (CA) & Candidate Experience (CE)

The candidate experience and candidate engagement are two of the most important indicators of recruitment success. They’re not the same but are closely aligned with each other. When done right candidate experience it is the starting point for creating a candidate engagement model that outlines the experiences you want to deploy at each stage of the candidate journey.

 

How to measure candidate experience success

Measuring candidate experience success in recruitment can be difficult because not all online engagements are alike and not all experiences are the same. It all depends on the perceived and individual expectation of the candidate. Combined with how your overall brand or industry resonated with the minds of your target candidates. Brand recognition and career context are also important.

In a career context, candidate engagement is all about the level of interaction you have with the candidate. For example, once you post an online job, the level of active users will increase. The trick to any effective recruitment strategy is to keep these candidates coming back to learn more and prompt them to take action.

The ability to make this happen will depend on the effectiveness of the candidate experience strategy you have in place. The right strategy can help you go beyond the user experience and mobile-friendly site to create an engaging process that seals the deal.

 

How to Create Recruitment Success with Candidate Experience

In basic terms, the candidate experience is all about the perception that candidates have about your brand. To create an engaging process that leads to positive hiring results, you must start by understanding who your ideal candidate is, how the candidate behaves online, and what motivates him to take action.

At Tulsie, it is our job to manage candidate perception in the candidate journey, omnichannel touchpoints and within the ecosystem of the industry to create candidate loyalty. We do this by using behavior science, industry data, and candidate insights to better understand not just what your ideal candidate looks like, but to determine how to maximize engagement with your prime candidates. In today’s, candidate-driven job market, this is the most important thing any recruitment team should be doing if they want to achieve desired hiring results.

 

New Skills for Recruitment

Finding a way to map out the candidate experience strategy in recruitment, while at the same time creating a dynamic candidate experience online is a new and emerging skill set. Recruitment teams must know how to connect with the candidate in a more meaningful and lasting way if they hope to attract and convert top talent candidates.

At Tulsie, we use data and candidate behavior-based elements to build personas, create candidate journey smart messaging campaigns that go beyond the job posting to help your reach both active and passive candidate. Contact Tulsie today to learn more about how an enhanced candidate experience can help you find your ideal candidate, even if they didn’t apply the first time.

Written by: Sushila Ramkisoensing


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