Candidates Are Customers Too

March 14, 2019 | 3 minute read
Text Size 100%:

Written By: Sarah Lambert, Director Oracle HCM Cloud, Product Marketing

Today’s candidate experience is a lot like the customer experience and can incorporate everything from chatbots and custom websites with personalized content to follow-up satisfaction surveys. Sounds a lot like your most recent online shopping experience, doesn’t it? Just as the customer experience has evolved over the years, so has the candidate experience, especially as job seekers have become more technologically savvy.

Working with a technology partner who has the tools you need to interact with talent in an engaging way will help your company stand out and let you focus on the candidates, not the technology. But what are these tools, you ask.

First and most importantly is a beautiful career website and, ideally, the ability to build as many custom websites as you like to connect with the different kinds of candidates you’re interested in—including engineers, designers, fresh college grads, and more. In addition to listings of open positions and information about company culture, you’ll want to include different kinds of content such as interviews with current employees, any awards your company has won for best workplace or diversity and inclusion, and engagement with your community. Oh, and each of these sites filled with great content must be mobile-responsive. That’s a given.

Next, you’ll want to make sure there are multiple ways for candidates to interact with the company, including email, social media (LinkedIn, Facebook, Twitter, Instagram, etc.), and the new kid on the block: chatbots. These latest additions are particularly helpful because they can directly answer questions candidates might have about the company, point them to content, and even encourage them to apply or attend upcoming recruiting events. And with more consumers than ever now comfortable interacting with a chatbot, it’s an easy way to keep the conversation going with great talent.

Lastly, you must make the application process as simple as possible. Whether it’s the ability to upload a resume from the cloud or apply via LinkedIn, the easier the application process, the better. High-quality talent simply doesn’t have time to sit down and fill out an hour-long application. Don’t forget—the application process needs to be mobile-friendly as well, so that applications can happen whenever and wherever candidates want to interact.

At Oracle, we believe these components—a career website with mobile-responsiveness, social media, and an easy online application process—are the foundational components of a world-class candidate experience. And we’re not the only ones who think so: Potentialpark, a Swedish research organization focused on recruitment marketing, ranks and reviews companies across the globe and is focused on these same aspects. In 2018, their top 10 rankings for both the United States and the world included numerous Oracle Talent Acquisition Cloud customers, among them UnitedHealth Group, GEICO, Accenture, Deloitte, AccorHotels, and Engie. We’re proud to support these customers in honing their candidate experience to connect to the best talent in the world.

If you’re looking for a partner that has all these tools, look no further than Oracle Talent Acquisition Cloud (formerly Taleo Enterprise Edition). We work with some of the biggest companies on the planet and we have the tools to help you drive your recruiting strategy forward with a great candidate experience. You can learn more at

Guest Author

Previous Post

4 Reasons to Reimagine the HCM Mobile Experience

Babak Ghoreyshi | 3 min read

Next Post

Success in the Cloud: 2019 Oracle HCM and ERP Cloud Benchmark Reports

Guest Author | 2 min read