While it’s not a competition, everyone wants to be the best at something and delivering the highest level of candidate experience is no different. They say imitation is the greatest form of flattery and whilst we don’t advise you to copy another company’s way of delivering candidate experience, there is no harm in being inspired by them to create your own.
This week our panel of experts tell us who they think gives the best candidate experience in their opinion. You may agree or disagree or you might want to take on board why these companies are deemed to be the best.
For me, the companies delivering the best candidate experience are the ones tailoring their experience to their candidates. Skill Scout, for example, hires videographers. The application process is to watch a video and respond to key questions only a videographer would notice. Their second stage is a paid project where they can show off their work. I like this because it takes pedigree out of the equation and emphasizes skills. The best candidate experiences let the candidate shine.
Katrina Kibben is the CEO and Principal Consultant at Three Ears Media.
Each year we give awards away to employers around the world with the highest positive candidate experience ratings, to brands big and small across industries. Some of our past winners include adidas AG, Aerohive Networks, Inc., Delta Airlines, Slalom and Lilly to name but a few.
Kevin Grossman is President of Global Programs at The Talent Board.
J&J Shine from Johnson & Johnson is absolutely the most innovative candidate experience I’ve seen when it comes to communicating with candidates transparently throughout the hiring process. Trevor Higgs from Johnson & Johnson gave an inspiring presentation and a behind-the-scenes demonstration of J&J Shine at our RallyFwd virtual conference.
Lori Sylvia is the Founder and CEO of Rally Recruitment Marketing.
Companies that are delivering the best candidate experiences are focussing on revamping their interview processes and getting the hiring process right from the start. Traditional methods just aren’t cutting it anymore – our Global Recruiting Trends report found that conventional interviewing techniques are least effective at identifying a candidate’s soft skills, understanding their weaknesses, and eliminating interviewer bias.
The best companies want to help their candidates to succeed and are making the most of emerging interview techniques. These include using online assessments to give a more holistic picture of the candidate, and job auditions which give a snapshot of the candidate’s skills in action and allows them to try a job for fit.
Manuel Heichlinger is LinkedIn’s Senior Manager for Talent Acquisition.
The companies that focus on building relationships and catering to candidate needs. Whether that means integrating more user-friendly technology or placing emphasis on fast, consistent communication – the companies that put candidates first and positions to fill second achieve better candidate experiences.
Jeanette Maister, is Head of Americas at Oleeo (formerly WCN).
I don’t have a particular company in mind, but in my experience, the companies that have a dedicated candidate experience strategy and are actively investing in that area are the ones that are seeing the most success.
I believe companies that have short, easy to use applications, give candidates feedback, and provide enough information on what it’s like to work for the company consistently deliver the best candidate experience. Providing applicants with the things that matter most to them makes their overall image of your company better.
Aida Fazylova, CEO and Founder, of XOR.ai.
Any that remembers that behind every application there is a person with a story that deserves a fair chance in their application process.
Benjamin Gledhill is the Head of Resourcing at Yodel.
A company doesn’t necessarily deliver a candidate experience, it’s the people involved in the process who do. Organizations can help build a culture where recruiters and interviewers see the value in delivering a great candidate experience, but in the end, it’s up to us as recruiters to find authentic ways to connect with candidates and help them find their fit.
Jill Shabelman is the Employer Brand & Marketing Manager at Deloitte Services LP.
Southwest, T-Mobile, and any company that invests in creating a better candidate experience. Mistakes will always be made, but companies that are always looking for ways to improve will ultimately create a great candidate experience.
Chris Murdock is Senior Partner and Co-Founder at IQTalent Partners.