How it works

Based on significant advances in consumer technology and electronics, many users of business applications and technology have come to recognize the opportunity to create a better experience for their users. In Human Resources, such progress has been made to improve the experience of job seekers and employees alike. By looking at the candidate experience (CX) through the lens of a consumer, organizations have been trying to improve the experience and thereby strengthen their ability to attract and retain the best talent. While for most people the process of looking for a new job or career opportunity can be exciting, it can also be stressful. Therefore, for companies, it is important to understand what candidates expect from the recruiting process, how to make it less stressful, while making it an extension of the company’s brand and reputation. A good CX will be shared by candidates with others on social media, as well as with their friends, classmates, and coworkers in similar jobs who may be future candidates. 

Making the recruiting experience more user-friendly while meeting the organization’s business needs can be achieved by engaging end users (or their proxies) in a process-and-practice formulation approach known as “design thinking” or “human-centered design.” Using this methodology, organizations can create a series of user-centric processes that candidates and employees “experience” as easily navigated, quickly, and efficiently completed. The method engages candidates, employees, and managers in learning how they think, feel, react, and behave when participating in a process. It identifies the steps in the process that make the biggest impact on their level of satisfaction and thus drive their perceived “experience” as positive or negative.