Candidate Experience is a notion derived from marketing and design. It is often associated with the act of applying for a vacancy on a company’s recruiting portal. In this day and age, companies must have mobile-friendly career pages that, SEO optimised vacancies on Google, a semantic search engine, and a CV parsing solution.

For that matter, current technology provides us with a more daring vision of the recruiting process where we see candidates enjoy a more positive experience, from the time they plan on applying for a vacancy to their integration in the company.

This article will consist of two parts. This first part will deal with technology’s role in the candidate experience from the point of view of job market knowledge and better personal data protection.

Let’s dream a little!

If I were a candidate I’d like to get to know the job market

We still have a lot of progress to make when it comes to job market transparency and fluidity. First of all, it isn’t easy to access all the relevant job vacancies. A solution such as Jobfeed lets major players in the job market give candidates full access to job vacancies in the public domain. But this isn’t enough.

On the one hand, there is a market that is hidden from the public eye, and on the other, not everyone knows what vacancies may interest them: people are passive when it comes to looking for jobs, they don’t have the skills or guidance required to job hunt, and sometimes, they fail to fall under a potential recruiter’s radar.

Let’s imagine that these constraints are lifted; this means that candidates not only have access to vacancies but they can also be prepared by obtaining key information such as salary level, career prospects, the relationship between the vacancy and the demand in their search areas.

We need to find solutions to these issues. The technology available to us today indicates three possible innovations.

The first consists of asking potential candidates to search for companies directly, without looking for vacancies first. You can easily find employee pages and lists on most job boards and social networks. Referral and information platforms aim to bring more proximity, but there is a lack of open and available tools which help: employers present themselves, and individuals find these employers on different mediums.

The second consists of adopting an information distribution approach, inspired by peer-to-peer networks that have been part of various job sectors for many years now. The boom in the mobile phone market, the growing interoperability of cloud-based applications that we see on platforms such as IFTTT or Zapier is a step in the right direction: the choice of devices and content are no longer correlated. What candidates really want is to be able to access information on their devices, maybe even in their favourite applications.

The third innovation consists of employers becoming information carriers on the job market. Let’s take the example of the best application in the world – it is only effective if people use it and adding information related to jobs in applications such as Google Apps or Evernote can easily become invasive. Since the job search period and, specifically, job interviews are the main concerns when finding employment, providing recruiters with complete job market information will help them fully assess the recruitment process and applications, even if the interview does not lead to a hire.

If I were a candidate, I’d like to keep my private life, well, private

At a time when the European legislation on personal data is on the brink of being toughened, we need to consider candidate experience and reflect on how to protect a candidate’s personal life. With the development of Big Data and with increased distribution and use of information, a short-term solution would be to implement a high traceability for a candidate’s personal information. An information distribution approach may bring solutions in the long run. Why multiply profiles of the same individuals in market information databases when you can have a “local” profile associated to revocable access rights that individuals give to third parties as and when they please, depending on their situation?

More information can be added to this secure profile and everyone can get a truer and more in-depth view of the available information and the management of legal risk.


Read the second part of this article

You can contact the author of this article by email: loiseau@textkernel.nl

For more information, check out the Textkernel website.

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