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SCHOOL OF MANAGEMENT STUDIES RESEARCH PAPER PROJECT TOPIC

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SCHOOL OF MANAGEMENT STUDIES
RESEARCH PAPER PROJECT
TOPIC: CANDIDATE ENGAGEMENT
Under the guidance of:
Prof. Harsha J.

Submitted BY: SANA FATIMA
R17MB216
TOPIC: CANDIDATE ENGAGEMENT
Project Body:
ABSTRACT:
The Candidate Engagement which refers to how concerned and responsive candidates are and how well they were treated during the recruiting process.

It is to resolve the problems and queries for which they are going through to the entire process and providing a mechanism for understanding and monitoring feedback on overall Candidate Engagement.

Here will come to know about various things like what Candidate Engagement exactly mean. How the process is carried out till the end. What are the problems identified during Candidate Engagement. Steps taken for the improvement of Candidate Engagement and how the Candidate Engagement survey is being conducted such as,
By identifying the problems with Candidate Engagement.

Understanding how good Candidate Engagement looks like.

To capture suggestions from the Candidates on improving current Engagement levels.

Providing a mechanism for understanding and monitoring feedback on overall Candidate Engagement.

INTRODUCTION:
Candidate engagement measures how well candidates feel they were treated during the whole hiring process.

Candidate Engagement is the most important goal of Recruiting strategy and to identify if any dropouts before the joining date and ensure the Candidates are made the right choice in choosing the organization. It is a process of gathering engagement information and the interpretation of data.

Candidate engagement measures how well candidates feel they were treated during the whole hiring process. Since candidate engagement has a big influence on candidate experience, it is very important to measure it.

The Candidate Engagement has the positive effect on the organization. With the help of this study, it was found that the Organization is very helpful to provide all the required information to the Candidates and solved their queries immediately.

This study identifies the best methods for getting and keeping candidate interest. Candidate’s recruitment processes which focuses on the strengths and enhance the Candidate Engagement.

The Candidate Engagement program is a robust Candidate monitoring mechanism to help organization improve their joining ratios and impact the overall Candidate experience. As part of this program AceNgage counsellors hand-hold candidates from the time of offer till the date of joining and help them through the entire process. The counsellors will proactively address any questions or concerns the Candidate may have post accepting the offer.
STATEMENT OF THE PROBLEM:
Many Candidates were not sure about the date of joining for the company because they are not in touch with the recruiter which further makes them to decline the offer and the Candidate will be changing their date of joining because they are not sure about the relieving date for the current company for which they are working.

A Candidate may be fully engaged and emotionally tied to the firm but without proper training which lead a problem for the organization.

If there is something which cannot be clearly defined, then it can’t be clearly measured. If there is a too strong of emotional tie may actually cloud your performance, there is a possibility that too much Engagement may cloud decision making and cause Candidates to discount external threats and the need for change.

As part of the Engagement AceNage counsellors will also highlight any Candidate who could be at a joining risk so that the companies can proactive take necessary actions to mitigate the risk.

Objective of the study:
To study the effect of Candidate Engagement initiatives on Offer Declines and Joining Ratio.

To study the problems faced by the Candidate during recruiting process.

To find out various steps taken by the HR Professionals for the improvement of Candidate Engagement.

To capture suggestions from the Candidates on improving current
Engagement levels.RESEARCH DESIGN
METHODOLOGY:
Data Analysis:
Primary source of data
Interview schedule
Observation
Individuals
Focus group
Questionnaires
Secondary source of data
Company Records
Websites
Articles
SAMPLING:
Sampling process of the study was based on Candidate Engagement of Acengage info service private limited company.

SAMPLING TECNIQUE:
Target Population: The targeted population for this study where from Hyderabad, Bangalore, and Chennai.

Sampling Frame: Candidates
Sampling Method: The sampling method used here is Convenience sampling method for this purpose of study.

SAMPLE SIZE:
Sample size of 60 respondents.Survey questions:
From the day the Candidate received the offer till the day of joining. How was the Candidate Engagement experience?

1st Qtr: Best: 30%
2nd Qtr: Good: 70%
Was all the Queries of the Candidate answered?

1st Qtr: Satisfied: 19%
2nd Qtr: Yes: 79.3%
3rd Qtr: No: 1.7%
How often did the Candidate get a call by team?

1st Qtr: Once a month: 5%
2nd Qtr: Once a three months: 11.7%
3rd Qtr: Once a two week: 35%
4th Qtr: Once a week: 48.3%
How much time was taken to a query to be resolved by the team?

1st Qtr: Within a week: 23.3%
2nd Qtr: Immediately: 76.7%
Where the Candidate able to discuss the problems with Candidate Engagement team?

1st Qtr: No: 5%
2nd Qtr: Yes: 95%
Did the Candidate have been given the clear instructions about the process by the team?

1st Qtr: No: 6.7%
2nd Qtr: Yes: 93.3%
REVIEW OF LITERATURE:
Kasey Butler
Senior Client Relationship Manager
Jenifer kihm, Ph.DIndustrial/Organizational Psychologist, Operant
Mike Wolford
Sourcing Manager.According to CareerBuilder’s 2016 Candidate Behaviour study, 64% of Candidate said that after reading a job posting, they will spent time researching before applying. If they can’t find the information they need on the company, 37% of Candidates will just move on to the next company or job listing. Social presence must be strong.

survey is being conducted such as,
By identifying the problems with Candidate Engagement.

Understanding how good Candidate Engagement looks like.

To capture suggestions from the Candidates on improving current Engagement levels.

Providing a mechanism for understanding and monitoring feedback on overall Candidate Engagement.

The Candidate Engagement program makes Candidates feel more valued and provides them with a sense of security that is not forgotten by the company and is not being treated as just another Candidate.

How Candidate Engagement survey is being conducted?
Candidate engagement surveys are conducted by HR professionals which aims to improve and optimize their recruiting strategies.
Since candidate engagement has a big influence on candidate experience, it is very important to measure it.
The best way of understanding the way candidates behave and act, is by asking them directly. Candidate engagement surveys should be conducted after various touch points throughout candidate journey.

There are many different ways to test candidate engagement. However, it is very important to pay attention to do it in a timely manner, and to optimize online questionnaire for mobile devices in order to increase your response rate.
Tip 1: Identify the problems with candidate engagement,
Length application
Long process of hiring
No confirmation email
Unable to contact a recruiter
There is no notice when position is filled
Tip 2: Understanding how good candidate engagement looks like,
Effective communication
Notification is received on time
Timeline of hiring process
Timeline of replies
Being touch after the application proceeded
Why do Candidates not join after accepting the offer?
Based on the feedback captured by the Organization.

43% Unhappy with the Offer: Category 4
26% Retained by current employer: Category 3
23% joined another company: Category 2
8% currently at home: Category 1
FINDINGS:
The organization named as AceNgage has spoken to over 500000 Candidates, Employees and Ex-employ over the last 10 years to understand their experience across various stages of the employee life cycle.

They have been awarded as BEST OUTSOURCED Exit Interview Partner.

Firstly, we appreciate all the Candidates, congratulate them, understanding how keen is the Candidate to join the organization and if there is any queries from the Candidate the recruiters resolves them.

Explaining about the benefits, advantages and career path of the organization.

Finding out if there is any Potential risk who may turn out as Decline as earliest. They are always available for Candidates as point of contact.

GOAL: Goal is to identify if any dropouts before the joining dates are made the right choice in choosing the organization.

HOW THEY HELP THEIR CLIENTS,
Candidate Experience
Renege Analysis
Recruitment Feedback Surveys
Candidate Engagement Program
NEW HIRE ENGAGEMENT
First Impression Surveys
30-60-90 Days Surveys
Early Engagement Program
ENGAGEMENT SURVEYS
HR Effectiveness Surveys
360 Degree Feedback
Stay Surveys
MANAGER COACHING
Train to Retain Programs
How to Handle Difficult Conversations
12 Week Coaching for Managers Program
YXit -EXIT INTERVIEWS
Outsourced Exit Interviews
SUGGESTIONS:
The organization should make sure to have a proper human resource management.

The managers should make sure that they give sufficient time and motivate their staff.

The administration can focus on training supervisors to encourage and motivate personnel.

Candidate Engagement can be done faster by hiring effective counsellors.

CONCLUSION:
AceNage was established in 2007 currently working with several leading IT, ITES, Banks, Pharma manufacturing and Retail companies in various areas of Candidate Engagement. AceNage is an HR Intelligence specializing in decision support service for Candidate Engagement and Retention.

It can be concluded by saying that the Candidate Engagement is the best practice to the Candidate who is undergoing the recruiting process.

The aim of the research is to address the Candidates by providing information regarding the whole process step by step which will be helpful for the candidates to undergo it easily from the day they receive the offer letter till the day of joining.

The Candidate Engagement program makes Candidates feel more valued and provides them with a sense of security that is not forgotten by the company and is not being treated as just another Candidate.

When the Candidates are Engaged with and their issues are addressed/resolved typically joining ratio improves.