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.
Book NowModule 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. |
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| 1.2 | Analyze qualitative and quantitative data gathered. |
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| 1.3 | Set organizational objectives and project goals. |
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| 1.4 | Set metrics to measure progress on high-level goals. |
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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. |
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| 2.2 | Conduct an immersive empathy session or go through the process as if you were a target candidate. |
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| 2.3 | Identify talent competitors. |
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| 2.4 | Analyze competitive landscape. |
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| 2.5 | Synthesize research findings and create empathy map. |
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| 2.6 | Journey map the CX2. |
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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. |
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| 3.2 | Set success metrics for priority lifecycle stages. |
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| 3.3 | Select actions from the Candidate Experience Best Practices Action Guide. |
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| 3.4 | Brainstorm other potential (organization-specific) solutions. |
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| 3.5 | Set action timeline and assign accountabilities. |
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| 3.6 | Customize service level agreement guidelines. |
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