Recruit IT Talent | Info-Tech Research Group

Do not fill in this field

Enter no text in this field

Get Instant Access
to This Blueprint

Business Email

Full Name

Company

Phone

Job Title

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 Research & Tools

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.

Recruit IT Talent – Executive Brief

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.

9.7/10

Overall Impact

$14,439

Average $ Saved

9

Average Days Saved

Client

Experience

Impact

$ Saved

Days Saved

Testimonial

Greenheck Group

Guided Implementation

10/10

$31,499

5

Nick's experience on this subject was extremely helpful! The dialog we had talking thru the recruiting and retaining challenges was very valuable.

Academic Partnerships

Guided Implementation

10/10

$12,399

9

Great experience with Amanda - her prep was integral to a great call

Cascades, Centre des Technologies

Guided Implementation

8/10

N/A

N/A

The discussion I had with Jane, opened my mind on the way our posting offers are structured. We will for sure revise the way to do it.

Aipso

Guided Implementation

10/10

N/A

N/A

City Of Bakersfield

Guided Implementation

10/10

$7,559

9

Jane was very pleasant to work with, she showed me a number of points that helped focus our efforts in modifying our recruitment efforts. We have already started to see some results in our recruitment efforts and we will continue to implement the suggest...

City Of Bakersfield

Guided Implementation

10/10

$6,299

14

Load More Testimonials

Workshop: Recruit IT Talent

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 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

1.1

Review process map of current candidate lifecycle.

Process map

1.2

Analyze qualitative and quantitative data gathered.

CX2 data analyzed

1.3

Set organizational objectives and project goals.

1.4

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

2.1

Identify extreme users.

Extreme users identified

2.2

Conduct an immersive empathy session or go through the process as if you were a target candidate.

2.3

Identify talent competitors.

2.4

Analyze competitive landscape.

Known and unknown talent competitor’s CX2 analyzed

2.5

Synthesize research findings and create empathy map.

Empathy map created

2.6

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

3.1

Assess each stage of the lifecycle.

CX2 lifecycle stages prioritized

3.2

Set success metrics for priority lifecycle stages.

Metrics to measure progress set

3.3

Select actions from the Candidate Experience Best Practices Action Guide.

CX2 best practices selected

3.4

Brainstorm other potential (organization-specific) solutions.

Candidate Experience Assessment Tool

3.5

Set action timeline and assign accountabilities.

Candidate Experience Action and Communication Plan

3.6

Customize service level agreement guidelines.

Service level agreement guidelines.

About Info-Tech

Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.

We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.

Member Rating

9.7/10
Overall Impact

$14,439
Average $ Saved

9
Average Days Saved

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.

Read what our members are saying

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.

Guided Implementation #1 - Establish your current process and set redesign goals

Call #1 - Develop strategy to select project team and high-level goals of redesign.
Call #2 - Review current process map and select data collection methods.
Call #3 - Review data collected and set high-level goals and metrics for redesign process.

Guided Implementation #2 - Use design thinking to assess the candidate experience

Call #1 - Develop a strategy to launch the design thinking phase and introduce best practices.
Call #2 - Analyze data collected and prepare for journey mapping activity.
Call #3 - Evaluate results of design thinking and identified moments that matter.

Guided Implementation #3 - Redesign the candidate experience

Call #1 - Evaluate and prioritize areas of CX2 to redesign and introduce best practices and select solutions.
Call #2 - Review action and communication plan and prepare to customize service level agreement (SLA).

Author

Lindsay Ellis

Contributors

Adam Cooper, HR Director, Aon
Amar Grewal, Global Practice Leader, Talent Acquisition, Hatch
Alexandra Norris, Talent Specialist, HubDoc
Camille Shrouder-Henry, Talent Acquisition & Candidate Experience Manager, Fleet Complete
Dorothy Wolentarski, Strategic Talent Acquisition Projects Leader, Intact Insurance
Elyse Mayer, Director of Marketing, SmashFly Technologies
Lisa Chartier, Global Head of Employer Brand & Marketing, Philips
Maura Dyer, Director, Employer Branding & Talent Acquisition, Rogers Communications
Maureen Carroll, Senior Manager, Talent Attraction, Finastra
Peter Cappelli, Professor of Management, University of Pennsylvania & Director of Center for Human Resources, The Wharton School
Sara Cooper, Talent Director, Portfolio Companies, OMERS Ventures
Sarah Mortimer, AVP HR, SuccessFactors Lead, Great-West Life
Sondra Dryer, Global Head of Employer Brand & Experience, Alexander Mann Solutions
Tiffanie Witherspoon, Learning & Development Associate, The George Washington University
Tim Sackett, Chief Storyteller, Fistful of Talent HR Blog & President, HRU Technical Resources
Tracey Wells, Talent Acquisition Manager, HubDoc
William Maurer, Global Talent Sourcing Manager, General Motors

Search Code: 89433
Last Revised: August 17, 2019

Visit our IT Cost Optimization Center
Over 100 analysts waiting to take your call right now: 1-519-432-3550 x2019