Candidate Experience Design
SNC Reimagining the Candidate Experience
Challenge
The candidate experience was designed around default SNC processes, not candidate needs or preferences.
Assignment
Improve the end-to-end candidate experience.
115 out of 30
SNC ranked 115 out of 130 companies surveyed for The Talent Board’s, Candidate Experience Survey.
Touchpoint Identification and Candidate Journey Map
Candidates had a minimum of 12 steps where they interacted with SNC during their hiring journey. Each interaction was a chance to create a positive (or negative experience for the candidate. Defining these moments was a crucial first step to designing a cohesive end-to-end experience.
People, systems and process diagnostic
Understanding the people, systems and process involved at every point of interaction was key to diagnosing issues and implementing solutions that drove a more efficient and effective process, resulting in better experiences for the candidate.
Current vs. Ideal candidate experience
By identifying the current candidate experience, we were able to define the ideal state and reimagine an intentional end-to-end experience designed to meet the needs of the candidate.
Deliverables & Results
We led and collaborated with a cross functional team of SNC TA, recruiters and hiring managers to design an intentional candidate experience.
We worked together to develop a Candidate Experience Guidebook and a Hiring Toolkit. Together, they provided training materials, tools, scripts and more, ensuring hiring and interviewing teams were poised for success.
We conducted trainings throughout the organization to ensure full awareness and understanding of the new processes.
SNC
Improving the candidate experience
Today 83% of candidates rate SNC’s candidate experience as neutral to positive on Glassdoor.
