We use candidate journey maps to help identify and describe touch-points and positive and negative experiences candidates have with the company.
Our team delivers journey maps as one of the key deliverable inside our Candidate Experience Audits, Employer Studies, and Process Reviews. They are great because they help to visualize and put into context raw feedback for benchmark purposes in the future. Not only that, journey maps can be used to share insights to guide organizations to the appropriate actions and show exactly where they can be more successful across employer branding and attraction, candidate satisfaction and relationships, on-boarding, referral and engagement, and even retention. We like them because they help us to visually represent our relevant insights from complex data in a way that is simple to understand and easily digestible.
During an engagement, our team works to collect touchpoint feedback and uncover issues surrounding key candidate experiences. We sift through large amount of raw data and ask a lot of questions. Once we obtain enough candidate feedback – and have translated that (and other data) into real insights – we then begin to build out our candidate journey maps to show clients key bottlenecks and broken processes across the full candidate experience.
Having the right insights and map allows you to see what’s going on and systematically control and optimize across your entire talent acquisition landscape. This in turn helps you to strengthen your employer brand and improve the way you attract, engage and hire the right people into your organization.
In the process-view example above, our team translates hundreds of data points and hours of candidate feedback to form a few valuable insights and areas for improvement. Two bottlenecks were the ATS / application process and the online software used to deliver the assessment. Our candidate(s) also had some communication/flow issues with the lead recruiter – and the CEO introduction. The map above provides general detail about how to improve the chance of more right-fit candidates joining the organization. Our recommendations included: providing better information about the organization on the career site, upgrading or simplifying the entire submittal process, making improvements to the assessment tool and/or process, improving recruiter communication and response time, enhancing the company lighting situation (it was too dark), and teaching the CEO that they impact candidates decision-making process.
In the terrain-view above (image 2.4), we can see the key trouble-spots (valleys with X’s). Notice how the candidate experience dips way down near the very beginning of the relationship. Many in-demand candidates would opt-out and look elsewhere if they could not apply easily during the application process. One of the ways to dramatically improve the overall experience and preferred outcomes (the number of good candidates that enter and stay in the pipeline) might be to fix the ATS/submittal process. The broken application process might be the single most important bottleneck or problem that needs to be solved. And in this particular case, it might be the difference between having “only a few of the wrong candidates apply” and having “more than enough of the right ones apply”.
Questions or comments? Candidate journey maps can be an effective tool when trying to understand and visualize your company’s ability to attract, engage and motivate more of the right people. Interested in engaging our team? Need a talent acquisition assessment? If so, please contact us to start a conversation about your organization.