To truly understand the scope of the experiences candidates have with your organization, you need to look beyond your interviewees and your new hires. Even beyond your career sites and application processes. The true candidate experience journey begins with job sites that host your job ads, social sites that you post job ad links to, and communities where professionals research your company and your jobs.
You must also understand that your jobs make their way to some job boards that you know about, and likely to many that you don’t know about. Your jobs are often scraped from your career site and hosted by reputable boards like Indeed.com, LinkedIn, and Monster. But they are also often scraped by other boards that use your content to collect candidate data before handing them off to your job pages to apply.
This typically leads to confusion for the candidate who is unaware of where they are in the application process as they are handed off to your site. To fully understand the candidate experience, you need to monitor your referral traffic to find out where your visitors are coming from. Google Analytics and other dedicated tools for monitoring traffic sources can alert you to previously unknown sources of traffic so you can find your jobs and follow the apply process from all your sources and discover any confusing or downright shady experiences that might be in play.
It is important to know where these bad candidate experiences are coming from so you can take steps to block crawlers from these sites that are scraping your jobs. Another side effect of having your jobs scraped from your career site by third parties is that they often stay posted after you have closed the jobs and pulled them off your site.
That’s why it’s also a good idea to use a job distribution tool to distribute your jobs to free job boards so you can control the content, measure the effectiveness of each source, and ensure that closed jobs get pulled off these third party sites automatically.
Your candidate experience goes beyond job boards and your career sites. According to the Talent Board’s annual candidate experience survey, the top resources for candidates to research your company and jobs are:
- Your career site
- Job alert notifications
- LinkedIn career pages
- Relevant online communities
- Employer review sites like Glassdoor
- Employee referrals
- Mobile career sites
It is a good idea to extend your employer branding, messaging, and jobs beyond your career site and into these sources that candidates rely on. Certainly your Facebook, LinkedIn, and Twitter pages should reflect the same brand and the same tactics discussed in this article. It also makes sense to extend your brand where possible and monitor and be active on employee review sites as well.
While your career site is the number one resource for candidates finding and researching your jobs, it’s important to understand that candidate experience begins well before candidates encounter your career site and the research process spreads beyond it. If candidates get conflicting information, encounter old jobs, or get suckered into registering for another site when they think they are applying for your jobs, they don’t blame bad luck. They blame you.