Candidate Experience

An application process that is continuously optimized

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Quality control of the application process in real time

Talents receive an invitation for a pulse survey at different times, which asks for all important criteria in the respective phase. Via smartphone they can answer the questions, contribute ideas and wishes.

  1. Contact: Invitation after sending the application; How did the talent become aware of the company // Which ideas were awakened (employer brand)
  2. Selection phase: Invitation after final selection interview; satisfaction with procedures and contacts
  3. Training phase: Invitation after two weeks & after three months; Satisfaction & Wishes for familiarization processes
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Continuous reduction of termination rates throughout the entire application process

Ideally, onboarding starts before the first working day. Pulse checks before and during the onboarding phase make it possible to monitor and optimize the entire process. The exit survey determines detailed reasons why employees leave the company.

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Acquisition and evaluation of ideas for improvement by candidates

Who, if not the talents themselves, should know what the ideal application process looks like. With the applicant survey you not only get an assessment of the status quo, but also a pool of suggestions whose importance the talents determine for you through "likes".

Feature Overview

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Real time analysis

Visualize the satisfaction of talents at any point in time

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Quality Assurance

Responding to the needs of talents and testing the effectiveness of measures

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Idea management

Asking talent for their own ideas and let them "like" others' ideas

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Gamification

Achieve high participation rates through Gamification of the brief mobile survey

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Candidate Journey & Experience

Recording the relevant success factors at critical points in the application process

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Net-Promoter-Score

Enthusiastic talents become ambassadors for the company

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Social-Media

Make enthusiastic talents announce their satisfaction directly on social media channels

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Campaign pool

Topics are turnkey, validated and ready for immediate use

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Benchmarks

Internal and external comparisons of the results

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History

Visualize developments, trends and successes over time

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Qualitative result analysis

Simple result analysis through systematic marking/clustering of terms

More and better applicants through recommendation marketing among applicants

If the applicants are satisfied with the application process, they can "liken" their company side directly from the campaign in social media. This starts a recommendation marketing among applicants.

Do we keep our promise?

What our customers say...

Ulrike Sophia Andraschak, Senior-Projektleiterin Performance und Talent Management Otto GmbH & Co KG, Referenz HRpuls Candidate Experience
 
Every month we receive an average of 2,000 applications from managers and experienced professionals, but also from university graduates, interns and trainees. We attach great importance to a professional, quick and transparent application process for all groups of candidates. With HRpuls we can measure and visualize the'Candidate Experience' in real time. This helps us to optimize our performance in recruitment and personnel marketing and to continuously improve the entire application process. The direct connection to Facebook and XING even increases our'likes' - that's why I always like to give one for HRpuls."

Ulrike Andraschak
Senior Project Manager Performance and Talent Management, Otto GmbH& Co KG

5/5 stars (4 votes)