Learn how the right candidate experience can help secure top talent. Specialized group's Software Engineering, AI & Data Science team leader, Clément Chidiac delivered a presentation on this subject. The presentation included candidate insights from Clement's industry experience, explored the various factors that can differentiate an average candidate experience from a great one.

1. Optimizing your
Candidate Experience
Lead Dev Meetup – 28 Jan 2020

2. About me
• In Japan since 2016
• Recruiting for Software Engineering, AI and
Data Science positions at Specialized Group
4 years + experience recruiting for Tech startups, consulting firms and
large international companies
Technical background ( Mechanical Engineering)
https://www.linkedin.com/in/clementchidiac/
Clement.chidiac@specialized-group.com

3. Why this talk?

4. “Our recruitment process is sometimes
a bit unclear, what do you think we can
do to improve it? What do candidates
think about our process?“
Startup VPoE
“We lost a lot of candidates before
being able to finish our recruitment
process. I think we are too slow. How
many interview steps do you often see
at other companies.”
Head of Engineering
“I don’t understand, we offered the
candidate more money than the
company he is joining.”
CEO
“I am disappointed I didn’t get the job
but honestly I think it was a very fair
process and I will definitely try to
apply again in a couple of years”
Software Engineer
“The offer is a bit lower than I was
expecting but they seemed to have
done the maximum and they seem to
be great people who really want to
work with me “
Software engineer

5. Indeed survey on 1,000 people in 2019

6. Indeed survey on 1,000 people in 2019

7. Tokyo is a candidate-driven market
Good candidates interview companies
The Challenge:
Finding the right person while ensuring a good
candidate experience.
Here are some insights, based on my
experience, on the questions you could ask
yourself to optimize your recruitment process.

8. Factors that can impact
the candidate experience

9. Candidate experience, CX, is defined as the perception of
a job seeker about an employer, based on the interaction
during the complete recruitment process.

10. CX
Office
Selling points
Interviewers
Content of the
interview
Communication
with Candidates
Speed
Technical
Assessment

11. Technical assessment
Example of feedbacks from candidates:
• Process starting with a technical test , especially online can be perceived negatively ( less
engagement, no interactions with the company)
• Online coding test is sometimes perceived as “unfair” or not relevant
• Long assignment : difficult for candidates to manage their time
• Assignment + presentation : good way to test technical skills and personality/culture fit
• On-site technical test without prior information : the “surprise” effect can lead to losing good
candidates
Different Approaches:
1. Technical Discussion
2. Online coding test ( HackerRank, Codility,..)
3. Pair programming / live coding
4. White board
5. Home assignment
6. Home assignment + presentation.

12. Speed... and momentum
Good questions to ask yourself:
• What is my pool of candidates
• What is our current candidate pipeline, how many people do
we want/need to see
• Urgency
• Are remote interviews ok?
• Interviewers – who will be involved
• Can we combine interviews?
• What do we need to make a decision
• Deadlines
Factors impacting the speed of a process:
• Interview steps
• Availability of interviewers
• Decision making
• …

13. Communication during
the process
• To optimize the chance of the candidate to succeed
• To keep the candidate motivated
• To tackle potential doubts & concerns
• To get positive feedbacks that will help the closing
• To make sure you know about their other interviews
• Company branding ( you want your candidate to have
a good impression of your company )
Examples
• Clear Job Description
• Directions to the office
• Interviewers / content of the interview
• Clear Process / Timeline
• Tips about interviewers
• Prep material
• Interview feedback / debrief
• Process update
• Rejection notification

14. The office
This is the first impression
Give clear instructions
Make sure candidates can easily access the office
Welcome the candidate
Giving a tour is a great sign of trust

15. The “selling points”
• Corporate Values – message
Who are we – what are our values
• Interviewers are the face of the company
Product/service
• Why do you believe in it?
• What’s exciting about it?
Role
• Career Path?
• ownership
Benefits
Culture
People
• SELL

16. Suggestions to improve your process

17. Process improvement
1. Start with an audit:
• What do candidate like/dislike? Where do we struggle?
• What is our candidate pool like?
• How attractive are we? What are we good at?
• What are we looking in a candidate?
• What do we need to make a decision?
• How quickly can we move? / How quickly do we need to
move?
2. Standardize your process for fair assessment and better time management
3. Define values and corporate message and make sure interviewers share it
4. Don’t underestimate reputation and branding! Think long term!
5. Evaluate the candidate but keep them engaged!
6. Put yourself in the candidate’s shoes
7. Involve and educate your HR and Talent Acquisition team!

18. Processimprovement
Some questions interviewers should be ready to answer
Can you describe your recruitment process?
When will you make a decision?
How would you describe your company culture?
Why did you join the company?
What is good about working here?
How is it to work with/under X?
What’s the work life balance like?
What’s the biggest challenge of this role / company?
How do you see the company in 2 years?

19. Team leader for the Software Engineering, AI & Data Science team, Clément
focuses on startups, and new and emerging technologies. His flexibility and
adaptability have aided new ventures and multinational companies to
successfully find top talent.
(DD): +81-3-4520-6847 I (M): +81-80-3020-6847
Clement.Chidiac@Specialized-Group.com
Point of Contact for Tech