Recruit IT Talent | Info-Tech Research Group

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.

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.

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.

Table of Contents

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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

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