May 23, 2018

Your Candidate Experience Can Be a Form of Art

Job searching is stressful. It's a huge change in someone's life to start a new role in a new company, maybe even in a new city.

That stress compounds when a career page is hard to navigate, or the automated "we have received your application" email leaves job seekers with a sneaking suspicion that no human ever lays eyes on a resume.

Maybe a candidate is lucky enough to interview. It doesn't help when the hiring manager looks bored, the questions don't seem relevant to the position, or after one month and a few thank-you notes, there's still no follow-up.

That's why we focus on candidate experience.

Nearly 60 percent of candidates in a recent study reported that they've gone through a poor candidate experience.

Companies should work to create a truly positive experience for their job applicants. Job applicants don't even think of it as "a great candidate experience." They'll just appreciate your simple, straight forward, and helpful process – and they'll want to work for you.

To achieve this, let's look outside of talent acquisition to a different industry.

Museums, science centers and even Disney World take experience to an art form. They hire the best of the best to step into their visitors' shoes, design a world for them, and guide them through.

A study on art galleries found a few consistent ways to take visitors through an engaging experience:

  • Advertise. With no clear signage, visitors only join the tours if they're aware of the opportunity before arriving at the museum. That excludes a lot of visitors, leading to small, non-diverse tour groups.
  • Give the right amount of information. Too many details will lose their attention, but if they know enough about the context and back-story of a piece of art, they can see how it relates to their own lives and form an emotional attachment.
  • Set a tone that makes people feel curious and comfortable asking questions. That engagement pulls them into the process.


Tell them you exist. Share details. Create an emotional attachment. Make them curious. Answer questions. If your job application process follows that outline, you're on the right path to attracting and keeping top talent.


Want to learn more about creating a candidate experience? Let's talk.

Tags: RPO, candidate experience, recruiting

Jennifer McDonald

Raised in New York and having spent the better part of the last two decades in the South, Jenn is the perfect combination of get-it-done assertiveness and good-natured collaboration. Her analytical approach not only contributes to the thoroughness of the end result, it educates everyone else along the way. With intimate knowledge of the R&D process and a great depth of experience in healthcare and life sciences, Jenn is the person you want to bounce ideas off of to make sure your team is in the best position to deliver results.

With her passion for training and development, Jenn is a great judge of talent, able to interpret data to accurately assess people’s strengths and weaknesses. She. Builds. Great. Teams.

Jenn has been recruiting and building top-performing talent for more than 15 years. Prior to TSP, Jenn worked for System One, Yoh, and Hudson, leading global talent acquisition teams for full-time, contract, and RPO projects. Jenn holds a bachelor's degree in biology and psychology from the University of Houston.

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