Example
Stefan Mustermann is sitting comfortably in his living room and is reading his local newspaper at the weekend. In it he finds an interesting job advertisement from Muster GmbH. Does it sound interesting/promising? So Stefan gets to his typewriter and writes a detailed cover letter. After all, you have to show what you can do. Luckily Stefan has a photo that he can use for his application. So all he has to do is buy a folder and then bag up the documents and send them in the mail. Three weeks later Stefan receives a written invitation to a personal interview.
Application processes are digital and fast and the possibility of looking for a job has changed fundamentally and can be very diffuse. Applicants no longer apply to employers, but rather employers to applicants. Applicants are more self-confident than ever before, which is reflected, for example, in shorter job change intervals. A typical candidate journey hardly exists anymore, italy telegram data as there are thousands of channels where candidates find jobs or are informed about jobs or are contacted directly. However, an example of a candidate journey today can look like this:
Example
Stefanie Musterfrau is sitting comfortably on the Flixbus to Berlin and while browsing Instagram she saw/discovered an exciting advert for jobs at Muster AG. Stefanie isn't actually looking for a new job at all, but it doesn't hurt to look. So she takes a quick look at the website and Muster AG does sound interesting. Well, then she quickly applies - after all, she has all the relevant documents in the cloud at her fingertips. Luckily, Muster AG doesn't want such an annoying cover letter - who wants that anyway? Shortly afterwards, Stefanie receives a confirmation of receipt and then an invitation to the online assessment.
3. Speed:
In addition to simplicity, speed is always important. Often, it is not the most attractive employer who wins the battle for tomorrow's talent, but the faster employer. If a candidate has decided to leave their current company, they will not wait forever, but will rather choose the faster company if in doubt.
Whatever the measure, it is important to remember that candidate experience is something individual. Every applicant has a different perception of what they like and what they don't. For example, a stressful interview with deliberately provocative questions may be intimidating for a potential trainee, but rather positively challenging for a sales expert with 10 years of experienc