Current Situation
Employees and employers struggle to align around each other’s expectations regarding hiring communications timing, feedback, transparency, and personal attention. Stage-gated and lengthy candidate progressions result in missed hires, decreased applicant engagement or interest, declining employer brand value, and increased recruiting costs.
Goals and Objectives
Goals:
Personalize and tailor messaging and engagements to each candidate.
Provide real-time communications with candidates including answering their inquiries with minimal lag time.
Facilitate candidates through hiring stages with minimal perception of process facilitation and handling.
Strategies:
Capture candidate history and preferences to personalize their applicant journeys.
Send real-time updates on application status via preferred and available comms channels.
Indicate the applicant process flow with advanced notice of expectations. Communicate process progress and reinforce reasoning and flow.
Technology Deployed
Applicant tracking system
Candidate CRM
Secure and digital comms
Interview scheduling
Video and live interviewing
Candidate experience management
Candidate surveys
Chatbots
TA help desk automation
Talent analytics
Task scheduling
Schedule analytics
Electronic documents and signatures/approvals
Use Case Summary
TA teams build a front-office candidate experience to mask and augment back-office automation of the candidate engagement process. On the back end, applicant tracking systems centralize all notes, documents, and recordings associated with each stage of the candidate evaluation process organized by preset stages.
On the front end, TA leads and hiring managers maintain accessible, timed, and frequent communications with candidates as they are facilitated through the hiring process while engaging AI to optimize interviewing, hiring task requirements, and comms around stated candidate preferences and organization needs.