Recruit IT Talent
Improve candidate experience to hire top IT talent.
- Changing workforce dynamics and increased transparency have shifted the power from employers to job seekers, stiffening the competition for talent.
- Candidate expectations match high consumer expectations and affect the employer brand, the consumer brand, and overall organizational reputation. Delivering a positive candidate experience (CX2) is no longer optional.
Our Advice
Critical Insight
- Think about your candidates as consumers. Truly understanding their needs will attract great talent and build positive brand perceptions.
- The CX2 starts sooner than you think. It encompasses all candidate interactions with an organization and begins before the formal application process.
- Don’t try to emulate competitors. By differentiating your CX2, you build a competitive advantage.
Impact and Result
- Design a candidate-centric talent acquisition process that addresses candidate feedback from both unsuccessful and successful candidates.
- Use design-thinking principles to focus your redesign on moments that matter to candidates to reduce unnecessary work or ad-hoc initiatives that don’t matter to candidates.
Recruit IT Talent
Start here – read the Executive Brief
Read our concise Executive Brief to find out why you should redesign your CX2, review Info-Tech’s methodology, and understand the four ways we can support you in completing this project.
1. Establish your current process and set redesign goals
Map the organization’s current state for CX2 and set high-level objectives and metrics.
2. Use design thinking to assess the candidate experience
Strengthen the candidate lifecycle by improving upon pain points through design thinking methods and assessing the competitive landscape.
3. Redesign the candidate experience
Create action, communications, and training plans to establish the redesigned CX2 with hiring process stakeholders.
4. Appendix
Leverage data collection and workshop activities.
Member Testimonials
After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this blueprint and what our clients have to say.
9.3/10
Overall Impact
$12,399
Average $ Saved
9
Average Days Saved
Client
Experience
Impact
$ Saved
Days Saved
Academic Partnerships
Guided Implementation
10/10
$12,399
9
Cascades, Centre des Technologies
Guided Implementation
8/10
N/A
N/A
Aipso
Guided Implementation
10/10
N/A
N/A
City Of Bakersfield
Guided Implementation
10/10
$7,439
9
City Of Bakersfield
Guided Implementation
10/10
$6,199
14
Onsite Workshop: Recruit IT Talent
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Establish Your Current Process and Set Redesign Goals
The Purpose
- Assess the organization’s current state for CX2.
- Set baseline metrics for comparison with new initiatives.
- Establish goals to strengthen the CX2.
Key Benefits Achieved
- Gained understanding of where the organization is currently.
- Established where the organization would like to be and goals to achieve the new state.
Activities
Outputs
Review process map of current candidate lifecycle.
- Process map
Analyze qualitative and quantitative data gathered.
- CX2 data analyzed
Set organizational objectives and project goals.
Set metrics to measure progress on high-level goals.
- Candidate Experience Project Charter
Module 2: Use Design Thinking to Assess the Candidate Experience
The Purpose
- Apply design thinking methods to identify pain points in your candidate lifecycle.
- Assess the competition and analyze results.
- Empathize with candidates and their journey.
Key Benefits Achieved
- Segments with pain points have been identified.
- Competitor offering and differentiation has been analyzed.
- Candidate thoughts and feelings have been synthesized.
Activities
Outputs
Identify extreme users.
- Extreme users identified
Conduct an immersive empathy session or go through the process as if you were a target candidate.
Identify talent competitors.
Analyze competitive landscape.
- Known and unknown talent competitor’s CX2 analyzed
Synthesize research findings and create empathy map.
- Empathy map created
Journey map the CX2.
- Journey map created
Module 3: Redesign the Candidate Experience
The Purpose
- Create a communications and action plan and set metrics to measure success.
- Set expectations with hiring managers and talent acquisition specialists through a service level agreement.
Key Benefits Achieved
- Action plan created.
- Metrics set to track progress and assess improvement.
- Service level agreement completed and expectations collaboratively set.
Activities
Outputs
Assess each stage of the lifecycle.
- CX2 lifecycle stages prioritized
Set success metrics for priority lifecycle stages.
- Metrics to measure progress set
Select actions from the Candidate Experience Best Practices Action Guide.
- CX2 best practices selected
Brainstorm other potential (organization-specific) solutions.
- Candidate Experience Assessment Tool
Set action timeline and assign accountabilities.
- Candidate Experience Action and Communication Plan
Customize service level agreement guidelines.
- Service level agreement guidelines.