STATE OF
CANDIDATE
EXPERIENCE
2024 BENCHMARKS REPORT
STATE OF
CANDIDATE
EXPERIENCE
2024 BENCHMARKS REPORT
STATE OF
CANDIDATE
EXPERIENCE
2024 BENCHMARKS REPORT
How the Fortune 500 rank in
attracting, engaging, and converting talent
How the Fortune 500 rank in attracting, engaging, and converting talent.
How the Fortune 500 rank in
attracting, engaging, and converting talent
A profound transformation is underway
in how candidate experiences are shaped.
A profound transformation is underway in how candidate experiences are shaped.
There is no doubt that a profound transformation is underway in how candidate experiences are shaped, and the effectiveness of company career sites is crucial, relying on the integration of intelligence and automation to create positive experiences. This technology revolutionizes the recruitment process by streamlining tasks, enhancing user experiences, and accelerating candidate conversion. It allows companies to personalize content based on user preferences and behaviors, delivering tailored experiences that resonate with potential candidates.
Today’s job seekers have various preferences that influence how they look for work. With people searching for jobs that let them work remotely or offer a hybrid option, flexibility is key. Additionally, they are scrutinizing company culture and values, seeking organizations that align with their beliefs and offer inclusive, supportive environments, as well as employers who prioritize career development and learning opportunities. These trends underscore the importance of transparent communication and feedback throughout the hiring process, ensuring a positive candidate experience.
In order to future-proof their workforce, organizations have been increasingly prioritizing skills-forward hiring and retention strategies over the past few years. This shift underscores a departure from traditional approaches and relies on collaboration between HR teams, managers, and employees — resulting in faster and more effective candidate matching, screening, scheduling, and interviewing.
To understand how leading brands are really performing, Phenom audited the candidate experiences of the Fortune 500 companies to assess how well they attracted, engaged, and ultimately converted candidates — with an additional audit on their use of AI.
What we found was companies are leveraging intelligence and automation to expedite the process and scale it efficiently. Our findings indicate that intelligence, automation, and experience are indispensable in addressing the most significant challenges in talent acquisition and retention both presently and in the foreseeable future.
A profound transformation is underway
in how candidate experiences are shaped.
A profound transformation is underway in how candidate experiences are shaped.
Job seekers have a myriad of options at their fingertips, influencing not only how they look for work, but also where they choose to work. From preferences with regards to work flexibility, company culture, and opportunities for professional development, candidates are setting clear expectations for potential employers. They also expect the experience of searching, applying, and interviewing for a job to be simple, much like the digital e-commerce experiences that have become commonplace.
To gain a competitive edge and stand out among candidates, organizations must clearly convey why they’re an employer of choice. This means simply publishing a career site is no longer enough — talent acquisition teams, talent marketers, and recruiters must invest in the right intelligence and automation technology, content and talent marketing strategies, and employer branding to deliver hyper-personalized experiences that can make indispensable connections with candidates. This is the only way enterprises will be able to streamline tasks and achieve true productivity, enhance the user experience, and accelerate hiring.
Job seekers have a myriad of options at their fingertips, influencing not only how they look for work, but also where they choose to work. From preferences with regards to work flexibility, company culture, and opportunities for professional development, candidates are setting clear expectations for potential employers. They also expect the experience of searching, applying, and interviewing for a job to be simple, much like the digital e-commerce experiences that have become commonplace.
To gain a competitive edge and stand out among candidates, organizations must clearly convey why they’re an employer of choice. This means simply publishing a career site is no longer enough — talent acquisition teams, talent marketers, and recruiters must invest in the right intelligence and automation technology, content and talent marketing strategies, and employer branding to deliver hyper-personalized experiences that can make indispensable connections with candidates. This is the only way enterprises will be able to streamline tasks and achieve true productivity, enhance the user experience, and accelerate hiring.
Savvy organizations are also shifting toward prioritizing skills-forward hiring and retention strategies. This move underscores a departure from traditional approaches, and relies on collaboration between HR teams, managers, and employees — resulting in faster and more effective candidate matching, screening, scheduling, and interviewing.
To understand how well some of the world’s leading brands are attracting, engaging, and ultimately converting candidates, Phenom audited the candidate experiences of the Fortune 500 companies — with an additional analysis on their use of AI. We found that companies are continuing to leverage intelligence, automation, and experience to expedite the process and scale it efficiently.
By viewing the strengths and opportunities for improvement across hundreds of companies, TA teams can gain valuable insights to improve their candidate experience, grow pipelines, hire best-fit talent — and future-proof their talent strategies.
Savvy organizations are also shifting toward prioritizing skills-forward hiring and retention strategies. This move underscores a departure from traditional approaches, and relies on collaboration between HR teams, managers, and employees — resulting in faster and more effective candidate matching, screening, scheduling, and interviewing.
To understand how well some of the world’s leading brands are attracting, engaging, and ultimately converting candidates, Phenom audited the candidate experiences of the Fortune 500 companies — with an additional analysis on their use of AI. We found that companies are continuing to leverage intelligence, automation, and experience to expedite the process and scale it efficiently.
By viewing the strengths and opportunities for improvement across hundreds of companies, TA teams can gain valuable insights to improve their candidate experience, grow pipelines, hire best-fit talent — and future-proof their talent strategies.
About the Audit
About the Audit
About the Audit
The purpose of this audit is to provide an objective evaluation of the current state of the candidate experience across Fortune 500 companies. The analysis was conducted based on the representation and performance of each organization’s career site, application process, and communication with candidates across three phases of talent acquisition: Attraction, Engagement, and Conversion. It also assesses how well companies used AI and automation technology throughout the process (e.g. use of a chatbot, personalization, automated communications, intelligent search functions, candidate scoring, and more).
The purpose of this audit is to provide an objective evaluation of the current state of the candidate experience across Fortune 500 companies. The analysis was conducted based on the representation and performance of each organization’s career site, application process, and communication with candidates across three phases of talent acquisition: Attraction, Engagement, and Conversion. It also assesses how well companies used AI and automation technology throughout the process (e.g. use of a chatbot, personalization, automated communications, intelligent search functions, candidate scoring, and more).
The purpose of this audit is to provide an objective evaluation of the current state of the candidate experience across Fortune 500 companies. The analysis was conducted based on the representation and performance of each organization’s career site, application process, and communication with candidates across three phases of talent acquisition: Attraction, Engagement, and Conversion. It also assesses how well companies used AI and automation technology throughout the process (e.g. use of a chatbot, personalization, automated communications, intelligent search functions, candidate scoring, and more).
To conduct the audit, we appraised the digital candidate experiences of the Fortune 500 from September 2023 to February 2024 using several criteria across three categories. A separate analysis of their use of AI was also performed.
To conduct the audit, we appraised the digital candidate experiences of the Fortune 500 from September 2023 to February 2024 using several criteria across three categories. A separate analysis of their use of AI was also performed.
To conduct the audit, we appraised the digital candidate experiences of the Fortune 500 from September 2023 to February 2024 using several criteria across three categories. A separate analysis of their use of AI was also performed.
Attraction
Attraction
Attraction
How easy is it for candidates to find the information they’re looking for (e.g., about the company, relevant jobs)? Subcomponents of this category include landing page elements and intuitiveness, page response and load time, ease of navigation, social profile integration, use of job aggregators, job distribution, job search features, and SEO.
How easy is it for candidates to find the information they’re looking for (e.g., about the company, relevant jobs)? Subcomponents of this category include landing page elements and intuitiveness, page response and load time, ease of navigation, social profile integration, use of job aggregators, job distribution, job search features, and SEO.
How easy is it for candidates to find the information they’re looking for (e.g., about the company, relevant jobs)? Subcomponents of this category include landing page elements and intuitiveness, page response and load time, ease of navigation, social profile integration, use of job aggregators, job distribution, job search features, and SEO.
Is the candidate engaging enough with content, job listings, and more? Subcomponents of this category include job descriptions, personalization, use of a chatbot, relevant and dynamic content, employer value proposition, proper formatting and clear messaging, and surveys and employee reviews.
Is the candidate engaging enough with content, job listings, and more? Subcomponents of this category include job descriptions, personalization, use of a chatbot, relevant and dynamic content, employer value proposition, proper formatting and clear messaging, and surveys and employee reviews.
Is the candidate engaging enough with content, job listings, and more? Subcomponents of this category include job descriptions, personalization, use of a chatbot, relevant and dynamic content, employer value proposition, proper formatting and clear messaging, and surveys and employee reviews.
Engagement
Engagement
Engagement
Conversion
Conversion
Conversion
Is the job application process easy and intuitive for candidates? Subcomponents of this category include ease of apply process, user support, error prevention, application options (e.g., manual, social, cloud), length of application, mobile application optimization, and post-application communication.
Is the job application process easy and intuitive for candidates? Subcomponents of this category include ease of apply process, user support, error prevention, application options (e.g., manual, social, cloud), length of application, mobile application optimization, and post-application communication.
Is the job application process easy and intuitive for candidates? Subcomponents of this category include ease of apply process, user support, error prevention, application options (e.g., manual, social, cloud), length of application, mobile application optimization, and post-application communication.
How are companies leveraging AI to enhance the candidate experience? This additional audit is based on data from the Attraction, Engagement, and Conversion categories, including job search functionality, personalization, chatbot performance, and dynamic content.
How are companies leveraging AI to enhance the candidate experience? This additional audit is based on data from the Attraction, Engagement, and Conversion categories, including job search functionality, personalization, chatbot performance, and dynamic content.
How are companies leveraging AI to enhance the candidate experience? This additional audit is based on data from the Attraction, Engagement, and Conversion categories, including job search functionality, personalization, chatbot performance, and dynamic content.
BONUS AUDIT
Artificial
Intelligence
Artificial Intelligence
BONUS AUDIT
Artificial
Intelligence
Audit Score Distinctions
Audit Score Distinctions
Audit Score Distinctions
Every company reviewed in the audit received a score for Attraction, Engagement, and Conversion, as well as an overall score for its entire candidate experience. They also received a separate score for their use of AI in the candidate journey. After accumulating their scores, companies were then ranked as follows:
Every company reviewed in the audit received a score for Attraction, Engagement, and Conversion, as well as an overall score for its entire candidate experience. They also received a separate score for their use of AI in the candidate journey. After accumulating their scores, companies were then ranked as follows:
Every company reviewed in the audit received a score for Attraction, Engagement, and Conversion, as well as an overall score for its entire candidate experience. They also received a separate score for their use of AI in the candidate journey. After accumulating their scores, companies were then ranked as follows:
Exceptional
75+
These organizations place exceptional emphasis on providing a great candidate experience, exemplifying what it means to attract, engage, and convert active and passive job seekers alike.
Acceptable
74-60
These organizations implement many of the best recruitment and candidate experience practices, yet have opportunities to improve the candidate journey.
Unsatisfactory
59-50
These organizations lack significant components required for a great candidate experience, and have many opportunities to optimize the candidate journey based on best practices.
Poor
49-0
These organizations are failing to provide candidates with a simple, cohesive journey, and must take radical action to improve their talent experience.
View Key Findings
View Key Findings
About
Phenom
With Phenom, candidates find and choose the right job faster, employees develop their skills and evolve, recruiters become wildly productive, talent marketers engage with extreme efficiency, talent leaders optimize hiring processes, managers build stronger-performing teams, HR aligns employee development with company goals, and HRIS easily integrates existing HR tech to create a holistic infrastructure.
Learn more
About
Phenom
With Phenom, candidates find and choose the right job faster, employees develop their skills and evolve, recruiters become wildly productive, talent marketers engage with extreme efficiency, talent leaders optimize hiring processes, managers build stronger-performing teams, HR aligns employee development with company goals, and HRIS easily integrates existing HR tech to create a holistic infrastructure.
Learn more
About
Phenom
With Phenom, candidates find and choose the right job faster, employees develop their skills and evolve, recruiters become wildly productive, talent marketers engage with extreme efficiency, talent leaders optimize hiring processes, managers build stronger-performing teams, HR aligns employee development with company goals, and HRIS easily integrates existing HR tech to create a holistic infrastructure.
Learn more
© 2024 Phenom People, Inc. All Rights Reserved.
© 2024 Phenom People, Inc. All Rights Reserved.
© 2024 Phenom People, Inc. All Rights Reserved.