How to design the Candidate Journey Map
Do you have candidates that rule themselves out during the recruitment process? Do you see professionals that apply and disappear from the map? Do you make offers and they reject them? Or do you simply want to innovate your recruitment processes?
About 60% of candidates have a negative experience in the recruitment process, so in this post; we will show you a tool to improve your recruitment processes, trying to improve attraction and engagement.
What is the Candidate Journey Map?
The Candidate Journey Map comes from a technique of “Design Thinking” much used in the world of marketing: the “Customer Journey Map”, which shows on a map each of the phases and interactions that a consumer goes through from when their need arises until they buy or enjoy the service. With this approach, we try to place the user above the brand to offer a personalized and satisfactory experience.
If we apply this tool to the HR sector, specifically to the field of staff recruitment, the Candidate Journey Map is a graphic representation of the path of a candidate until they are hired. In the image that we see below, the interactions, thoughts and feelings of the professionals are reflected during the different stages of the (often endless) recruitment process.
What are the benefits of applying the candidate journey map?
- We must enter and try to live in the first person as is the life cycle of a candidate during the whole process, putting ourselves in their shoes and understanding how they feel. Here we already gain empathy with the candidate!
- It will allow us to detect which are the points of interaction where the applicant can receive a much better experience. We can also see what our strengths are and how we can apply them in other processes for different departments.
- We will position ourselves as a company whose image is consistent with the values and culture of the organization. If we are a company that preaches continuous improvement, we cannot have the same recruitment process as 10 years ago!
- We will detect problem areas within the company and act. For example, communication in certain areas may not be sufficiently agile or you simply have to expand the team to reach everyone.
It will give us a global vision of the life cycle of our recruitment process. Thanks to this new perspective we can innovate and offer unique / memorable experiences to future additions.
How to create your candidate journey map?
1. Identify different candidate profiles
Each professional profile requires a specific map; there is nothing comparable between the experience of an IT profile or a commercial or financial profile, since they use different channels, they look for different data about the company and therefore each one requires a totally adapted recruitment process.
2. Define each one of the states of the process and the points of interaction
Put yourself in the shoes of the candidate and think about the phases they go through during the recruitment process. We give you an example, simple, but with this we can start working.
3. Collect and analyze the information
Surveys are a very valuable tool to obtain information, so we will have to write a questionnaire to try to detect in which phases the candidates have encountered obstacles and how they have felt.
Imagine that you can collect data on professionals who have already joined and even ask for feedback from candidates that have been ruled out or who have ruled themselves out. If you think that the sample may be biased or you want to make it easier, you can do the questionnaire anonymously and avoid putting a commitment on any of the parties.
4. Shape the map
The final step is to capture the candidate’s experience graphically. This is the tool that the hiring team will use to improve and innovate in the recruitment process.
Remember that the Candidate Journey Map is a document that must evolve over time and that a candidate who has had a positive experience is our best prescriber;
There is never a second chance for a first impression!