How? By helping you understand your candidates better and developing tools you can use within the business.
Candidate experience mapping is your number one tool for understanding what your business is doing right or wrong in your recruitment process – and how a candidate is going to respond to your recruitment strategy.
Candidate and employee experience often sits in the gap between the CEO’s expectation of what the company should achieve and its capacity to actually deliver. Successful EVP development provides a unique opportunity to give your business a new focus and sense of purchase, getting rid of aspects of employee experience that are holding your business back and build on the things that work.
An EVP (employer values proposition) is the unique set of values and benefits you offer candidates – and it’s the single most important step in implementing a successful employer branding strategy. An effective EVP should define your business, setting it apart from the competition and encompassing the key reasons your people want to work there.
We’ve conducted hundreds of candidate interviews and they almost always boil down to one thing – why do you work? A good EVP helps you answer that question for your employees.
Our research-grounded process ensures you’ll end up with a solid decision-making tool on which to build your recruitment strategy – and a way to arm every stakeholder in your business with the tools they need to implement it.
Doing the right research for your audience is key to developing an effective EVP. That means talking to candidates – including the ones that got away. We’ll conduct interviews with people reflective of your audience, candidates that became employees, and ones who dropped out of the process. We’ll analyse their behaviours and seek to understand why they made the decision to apply, to accept, or to withdraw. This will teach us why you are, or aren’t, attracting the right candidates and what we need to do to change that
We use our research to develop candidate personas and personalised candidate experiences for them, including key facts and headlines about why they will or won’t engage with your recruitment strategy.
Often there are really small points in a recruitment process that are turning candidates without the business evening realising. For example, did you know graduates typically have a higher fall-out rate when you ask them to do more than just attach their CV? Or that IT candidates prefer to talk to their peers than an HR team? And don’t even get us started on the impact not including a salary on your job ad has.
Businesses tend to forget that the candidate experience extends right through to their first day on the job. Onboarding is the process that embeds your new recruit into the business and sets the tone for their journey with you. We once worked with a client who forgot about a new employee. They turned up on the first day and no one knew they were starting – not the best first impression! We can help you develop a seamless onboarding process, using automation to reduce back office time and avoid embarrassing mistakes like forgetting about your candidates.
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