Experiential or Engaging – How About Both?

We have heard multiple times and read several articles on the difference between candidate engagement and candidate experience. Yes, they are 2 different terms, yet they both impact the hiring process. But what is the difference between the two?

Candidate engagement – this is the interaction you have with your candidate; it is within your control

Candidate experience – how a candidate feels about the interactions and the impression they derived about your brand/organization.

Can they both be controlled by the recruiters? Absolutely!

A structured plan which is executed in a right manner can be fruitful qualitatively and quantitatively both.

My engagement with the airline’s staff right from the check-in counter without any waiting, to the boarding gate, and I am welcomed and settled in the flight, I am checked upon throughout my journey till the time I leave the airport. This entire process should be swift enough for me to have an incredible experience and I become a loyal customer of the same airline forever.

Wouldn’t the airline’s flawless customer engagement plan ensure a customer’s experience to be phenomenal? It would!

Sure, it’s not easy to keep up with the whole manual process consistently. But by using just the right tool to redraft the candidate engagement process, can lay a foundation for an amazing candidate experience. After all, it is important not only to bring the candidate onboard but also to enhance employer branding.

So, what’s your plan of action, folks?