Author Archive

What does Candidate Experience really mean?

Picture the scene. It is  another conference/seminar/round table/unconference where a bunch of recruiters are sat around debating the latest topics of the day. The subject of candidate experience comes up and generally everyone nods appreciably that this is an important topic. But what do they really mean by this? [caption id="attachment_2930" align="alignleft" width="300"] Photo by Trent Erwin on Unsplash[/caption] We often talk about things amongst ourselves within the HR and recruiting community without always challenging the accepted definitions. Candidate Experience is one of those. It is often featured as one of the top 1, 2 or 3 things on the agenda for ... continue reading

Mystery Applicant wins silicon valley recruitment innovation award

Mystery Applicant has won the ERE startup competition at the Recruiting Innovation Summit in Silicon Valley with a prize of $10,000. The awards is a tremendous recognition of our achievements to date and the impact we are making globally in truly measuring the candidate experience. It's fantastic to get such recognition in the heart of an area known for it's technology innovation. More to follow, but needless to say we are tremendously proud. continue reading

Are candidates more likely to share a positive experience than a negative one?

We recently conducted a survey of people who had applied for a job in the previous six months and asked them to rate their experience as a candidate and more specifically how they shared this experience with people in their networks. Applying for jobs can be an isolating experience and, as you would expect, people were likely to tell others about how they were being treated. What was particularly interesting was that people were more likely to share a positive experience than a negative one. In the consumer world to have positive referrals is gold dust. We’re often more likely to voice an opinion ... continue reading

The Candidate Survey Interface

We're writing a series of articles to add to our resources section that explain more about  Mystery Applicant. The first one of these looks at the survey interface. The Mystery Applicant candidate feedback interface is where applicants give their feedback on their application experience. Traditional online survey tools require considerable time and effort in manipulating and refining the questions as well as thinking how the data is going to be used and analysed. We've taken this hard work away from our clients by designing questions that have gone through many stages of refinement and creating a user experience that achieves the ... continue reading

How do you measure the candidate experience?

It’s been interesting to take part in a number of discussions recently around the candidate experience and also to see the number of organisations who are placing this right at the top of their resourcing agenda in 2012. Dr John Sullivan included the candidate experience in his Top 10 Predictions for 2012 on and  Matt Alder, recently described this as one of the megatrends for next year at the UK Recruiter conference. All the noises are pointing in this direction and a number of blogs and Linkedin groups are emerging to encourage more peer-to-peer debate, but there are principally ... continue reading

Mystery Applicant at Reconverse

Mystery Applicant last week attended the latest Reconverse session that was appropriately focused on the candidate experience. Reconverse events are structured around an initial round table discussion with industry peers followed by 1-1 speed dating style meetings with organisations working with companies to implement various tools and techniques appropriate to the discussion. The event  was well attended and the sessions, chaired by futurologist Matt Alder, encouraged healthy debate and conversation on how organisations are working to improve the candidate experience. There was also a strong emphasis on measurement and the implementation of effective metrics to monitor applicant feedback in line with ... continue reading

Mystery Applicants and Megatrends

Guest blogger and Mystery friend, Matt Alder, discusses the role that candidate experience is going to play and the importance of having measurable data on how applicants are defining their recruitment experience: Mystery Applicants and Megatrends, by Matt Alder [caption id="attachment_171" align="alignleft" width="129" caption="Matt Alder, Recruiting Futurologist"][/caption]   Last week I spoke at the excellent UK Recruiter end of year conference and shared some of my thoughts on the forces shaping the future of the recruitment industry. I’m not going to go into any detail about the four forces I identified in this particular blog post as I’m working on a whitepaper to be ... continue reading

Introducing Mystery Applicant

Mystery Applicant began with the idea that organisations and recruiters needed to have more effective monitoring of how their candidates were being treated across the recruitment process. Whilst employer branding is a widely used term there is little consistency in the way that feedback is monitored and managed with statistical measurement and accountability. We want to give applicants the opportunity to provide feedback in the way  they would if they were evaluating any other experience and to provide employers with the opportunity to see what candidates are saying about their resourcing functions at any point in time. Mystery Applicant has been designed ... continue reading