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Without improving the CX2:

  • The organization may lose candidates to talent competitors.
  • You may also lose applicants as customers through a negative organizational perception.
  • Candidates may privately or publicly criticize the organization based on their experience.

By designing a CX2 that is aligned with the employer brand:

  • The organization will stand out among competitors.
  • Candidates with encouraging experiences often become brand ambassadors.
  • The organization will attract the right talent and engage job seekers.

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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 road map in place to complete your project successfully.

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Member Rating

9.3/10
Overall Impact

$22,449
Average $ Saved

7
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

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.
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