Hardly any other topic has come to the fore in the field of recruiting in recent years as much as the topic of candidate experience. Yet there is still a relatively high level of ignorance about this topic and the possibilities it offers employers. So before we look at how to create processes and measures that are as candidate-oriented as possible with limited options, we will look at the basics of the topic of candidate experience.
The term Candidate Experience is derived from the term Customer Experience. While the topic of france telegram data Customer Experience, i.e. the "sum of all customer experiences" (Stindl, 2010), focuses on the customer's needs, in the area of Candidate Experience "the focus on the customer's needs is replaced by the focus on the candidate's needs" (Verhoeven, 2016). For the rest of the discussion, we will use the following definition:
"Candidate experience refers to the overall impression that a potential applicant receives from the potential employer as part of the HR marketing, recruiting and beyond processes. It is about the individual experience in an application and selection process at all direct and indirect contact points with the company." (Verhoeven, 2016)
Based on the term candidate experience, the term 'candidate centricity' is also used, which means that employers align their processes with the candidate in order to create an optimal candidate experience.