Transforming Candidate Experience with Paul Peterson of Grant Thornton

Candidate experience is more than just a buzzword—it’s a crucial element for attracting and retaining top talent. We recently had the chance to sit down with Paul Peterson, a senior recruiter at Grant Thornton Canada, who shared the strategies his team has implemented to elevate their candidate experience.

Timestamps:

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Key Takeaways

1. Communication is Key

Paul highlights the importance of understanding how different candidates process information. “Not everybody learns or grabs the message through an email,” Paul explains. By diversifying their communication methods—whether it’s visual aids or direct interaction—Grant Thornton ensures that candidates stay informed and engaged at every step of the hiring journey.

2. Why Personalization Matters

At Grant Thornton, personalized communication is a game changer. Paul notes, “Candidates love just knowing where they are.” By sending automated updates at each stage of the recruitment process, candidates feel more connected and confident. This kind of transparency builds trust and keeps candidates engaged, whether they move forward or not.

3. Harnessing Technology for a Seamless Process

To streamline their operations, Grant Thornton uses Taleo Business Edition, an applicant tracking system that allows for flexibility and customization. “It works really well for us,” Paul shares. The team also integrates tools like Survey Monkey to gather feedback, ensuring that their process is both efficient and candidate-centric. According to Paul, keeping feedback simple is key: “The fewer questions you ask, the better the response rate.”

4. The Role of Data in Driving Success

Data plays an integral role in Grant Thornton’s approach to candidate experience. By using sentiment analysis, they assess how candidates feel at various stages of the hiring process. “We track how quickly the process goes and what the experience is like,” Paul says. These insights enable the team to make informed decisions that enhance both efficiency and candidate satisfaction.

5. Continuous Improvement Through Feedback

One of Grant Thornton’s standout practices is their commitment to continuous improvement. Recruiters are evaluated on the quality of the candidate experience they deliver, and feedback is openly shared within the team. This transparency fosters a culture of growth, with Paul noting, “We all learn from different things that happen.”

6. Enhancing Every Touchpoint

A significant part of Grant Thornton’s strategy is refining every stage of the candidate journey. Paul describes their process of mapping out each touchpoint and determining how they want candidates to feel at each step. By focusing on emotions like excitement and clarity, the team ensures candidates feel valued and understood throughout the recruitment process.

7. Balancing AI with Human Interaction

As technology continues to evolve, so does the need for transparency in how it’s used. Grant Thornton makes it clear when automation or AI is involved in the recruitment process, but they emphasize that human oversight remains central. “We let people know it’s still real human beings behind the process,” Paul explains, reinforcing the importance of maintaining a personal touch.

Conclusion

Paul Peterson’s insights offer a practical guide to transforming candidate experience. From leveraging technology to prioritizing personalization, Grant Thornton’s approach provides valuable lessons for any organization looking to attract and retain top talent.

If you’re ready to elevate your candidate experience, start by focusing on the areas that matter most—whether it’s communication, personalization, or data-driven improvements. By continuously refining these touchpoints, your team can create a recruitment process that stands out and drives results.

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