Optimizing Your Candidate Experience

Optimizing Your Candidate Experience

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  Optimizing your Candidate Experience LeadDev Meetup – 28 Jan 2020
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  About me • InJapan since 2016 • Recruiting for Software Engineering, AI and Data Science positions at Specialized Group 4 years + experience recruiting for Tech startups, consulting firms and large international companies Technical background ( Mechanical Engineering) https://www.linkedin.com/in/clementchidiac/ Clement.chidiac@specialized-group.com
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  Why this talk?
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  “Our recruitment processis sometimes a bit unclear, what do you think we can do to improve it? What do candidates think about our process?“ Startup VPoE “We lost a lot of candidates before being able to finish our recruitment process. I think we are too slow. How many interview steps do you often see at other companies.” Head of Engineering “I don’t understand, we offered the candidate more money than the company he is joining.” CEO “I am disappointed I didn’t get the job but honestly I think it was a very fair process and I will definitely try to apply again in a couple of years” Software Engineer “The offer is a bit lower than I was expecting but they seemed to have done the maximum and they seem to be great people who really want to work with me “ Software engineer
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  Indeed survey on1,000 people in 2019
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  Indeed survey on1,000 people in 2019
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  Tokyo is acandidate-driven market Good candidates interview companies The Challenge: Finding the right person while ensuring a good candidate experience. Here are some insights, based on my experience, on the questions you could ask yourself to optimize your recruitment process.
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  Factors that canimpact the candidate experience
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  Candidate experience, CX,is defined as the perception of a job seeker about an employer, based on the interaction during the complete recruitment process.
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  CX Office Selling points Interviewers Content ofthe interview Communication with Candidates Speed Technical Assessment
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  Technical assessment Example offeedbacks from candidates: • Process starting with a technical test , especially online can be perceived negatively ( less engagement, no interactions with the company) • Online coding test is sometimes perceived as “unfair” or not relevant • Long assignment : difficult for candidates to manage their time • Assignment + presentation : good way to test technical skills and personality/culture fit • On-site technical test without prior information : the “surprise” effect can lead to losing good candidates Different Approaches: 1. Technical Discussion 2. Online coding test ( HackerRank, Codility,..) 3. Pair programming / live coding 4. White board 5. Home assignment 6. Home assignment + presentation.
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  Speed... and momentum Goodquestions to ask yourself: • What is my pool of candidates • What is our current candidate pipeline, how many people do we want/need to see • Urgency • Are remote interviews ok? • Interviewers – who will be involved • Can we combine interviews? • What do we need to make a decision • Deadlines Factors impacting the speed of a process: • Interview steps • Availability of interviewers • Decision making • …
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  Communication during the process •To optimize the chance of the candidate to succeed • To keep the candidate motivated • To tackle potential doubts & concerns • To get positive feedbacks that will help the closing • To make sure you know about their other interviews • Company branding ( you want your candidate to have a good impression of your company ) Examples • Clear Job Description • Directions to the office • Interviewers / content of the interview • Clear Process / Timeline • Tips about interviewers • Prep material • Interview feedback / debrief • Process update • Rejection notification
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  The office This isthe first impression Give clear instructions Make sure candidates can easily access the office Welcome the candidate Giving a tour is a great sign of trust
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  The “selling points” •Corporate Values – message Who are we – what are our values • Interviewers are the face of the company Product/service • Why do you believe in it? • What’s exciting about it? Role • Career Path? • ownership Benefits Culture People • SELL
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  Suggestions to improveyour process
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  Process improvement 1. Startwith an audit: • What do candidate like/dislike? Where do we struggle? • What is our candidate pool like? • How attractive are we? What are we good at? • What are we looking in a candidate? • What do we need to make a decision? • How quickly can we move? / How quickly do we need to move? 2. Standardize your process for fair assessment and better time management 3. Define values and corporate message and make sure interviewers share it 4. Don’t underestimate reputation and branding! Think long term! 5. Evaluate the candidate but keep them engaged! 6. Put yourself in the candidate’s shoes 7. Involve and educate your HR and Talent Acquisition team!
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  Processimprovement Some questions interviewersshould be ready to answer Can you describe your recruitment process? When will you make a decision? How would you describe your company culture? Why did you join the company? What is good about working here? How is it to work with/under X? What’s the work life balance like? What’s the biggest challenge of this role / company? How do you see the company in 2 years?
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  Team leader forthe Software Engineering, AI & Data Science team, Clément focuses on startups, and new and emerging technologies. His flexibility and adaptability have aided new ventures and multinational companies to successfully find top talent. (DD): +81-3-4520-6847 I (M): +81-80-3020-6847 Clement.Chidiac@Specialized-Group.com Point of Contact for Tech