Benchmarking Your Own Organization’s Candidate Experience

HireRoad partnered with Brandon Hall Group recently to help organizations discover the strengths and weaknesses of their own candidate experience, through the use of an interactive worksheet and assessment tool. The self-assessment tool has 19 critical questions you can use to benchmark your organization’s efforts and then use to determine an action plan for the future.

The tool is simple and intuitive, starting by walking you through the current state of your candidate experience to see whether the processes and technology used for candidates treat all candidates equally and if there is a proper split between those tasks that should be automated and those that require a human touch.

Brandon Hall Group research found that organizations were much more likely to use automation in TA for sourcing and screening than for onboarding. However, more successful organizations look to find advantages in automation throughout the candidate lifecycle, and there are plenty of instances in all stages of TA where technology can play a large role in creating a more authentic candidate experience. This is often done by allowing more human interaction by freeing up your internal TA staff from repetitive, mundane tasks.

The interactive worksheet allows you to see the processes and uses of technology that are more common in low-performing companies, and compare them with high-performers, to help give a greater understanding of those activities that are more often correlated with overall business success. 

Another area that you will see highlighted on the interactive worksheet is in the integration of TA technology with other HCM systems. Again, this is especially important for onboarding. Onboarding has traditionally been a standalone process and that has affected their ability to make better, data-driven decisions because the right data is being blocked by a lack of integration with other systems.

HireRoad then can show how organizations that take a more personalized, humanistic approach to the candidate experience have created success for not only their TA teams but their organization as a whole. A great candidate experience is important for every organization because it does more than fill seats faster, it creates an impression that carries on for that candidate throughout their entire journey, whether they become an employee or not. A strategic, long-view approach to the candidate experience might be just what your organization is lacking – it’s probably time to find out

Like what you see? Share with a friend.

Mike Cooke



Stay connected

Get notified for upcoming news subscribing

Related Content

Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.