CANDIDATE EXPERIENCE

Focused Group
Discussion

 A focused group discussion was

conducted to identify ways to improve
Candidate Experience

 The attendees consisted from MFG,

PetChem, IT, Services & Leadership
Hiring functions

 The stages in the Talent Acquisition

Process were presented to the
attendees sequentially

 SSCC(Start, Stop, Continue, Change)

model was used to categorize the
responses based on each stage &
discussion points were noted

 Dipstick Survey concluded the session

MAY 23

TAG - COE
Authored by: Abhinav Lenka

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Themes of Discussion
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1. Job Description
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1.1 The job description was identified to be ambiguous with respect to the
location provided. There should be clarity and it should be adequately
explained to the candidate during the process.
1.2 The role description in the JD is inaccurate and tends to complicate the
candidate’s Job deliverables & Performance Expectations. Formatted: Font: Bahnschrift SemiLight

1.3 The titles for roles are not accurately defined in the JD. Using well known,
differentiated and clear job titles are important to ensure transparency.

“Adequate time should be devoted to craft Job Descriptions to

ensure they are meaningful and require least
intervention”“Find even more easy-to-use tools on the
Insert tab, such as to add a hyperlink or insert a
comment”

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2. Interview Process

2.1 The waiting time of the candidate during the Interview Process affects
Candidate Experience significantly.
2.2 It has been observed that the Interviews conducted do not adopt the BEI
(Behavioral Event Interview) approach. Hence the behavioral traits have a
risk of being overlooked.
1.32.3 All the attendees agree that the communication and rapport of the
candidate with the Hiring Manager is not consistent. There have been
instances of the Hiring Manager discussing the CTC with the candidate.
1.42.4 The job role & expectations are not explained to the candidate
during the Interview process by the panelists.

2.3. Communication

2.13.1 The candidates are not communicated about the final candidature
selection status, neither are they appraised about the happenings at RIL.
2.23.2 The current hiring process does not incorporate providing any
medium of feedback (Technical/Non-Technical) to the candidate.
2.33.3 The candidates have no option of providing their feedback on the
different touchpoints in the hiring process.
2.43.4 The panelists do not relay information on Benefits & Offerings
offered by RIL to the candidate. Hence we are missing out on leveraging
one of our key employee attraction points.
2.53.5 The candidates need to be kept engaged throughout the hiring
process, be it during the buffer period between application and the
interview or the gap between final shortlist and job offer.

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3.6 Acknowledgement & Thank you mailers go a long way in improving the
candidate experience of an applicant.

“Use of Technology to implement seamless candidate

communication as well as engaging them regularly through
Experience Centers & Automated Communication”“Find
even more easy-to-use tools on the Insert tab, such as
to add a hyperlink or insert a comment”