As usual, Guillaume had the opportunity to interview Inès Plocque, Marketing Manager at Yaggo, after our LinkedIn live on the subject of candidate experience.
The replay is still available by the way!
Can you tell me about Yaggo, in a few words? What is the pain you are reducing?
In short, Yaggo presents itself as a counterpart to customer relations services, but adapted to candidates.
We are not reinventing the wheel, but we are working to reduce the misunderstanding that can exist between recruiters and candidates. Recruiters, often subject to ambitious objectives and pressurized by their hierarchy, tend to privilege quantity over quality to reach their objectives.
This is where Yaggo comes in, supporting the recruitment teams of large groups. We help them by taking care of the management of unsuccessful applications, as well as by creating and animating candidate pools. The goal is to provide a better experience for both sides!
Let's talk about People Analytics! Are there any KPIs to measure the candidate experience?
At Yaggo, we place a high value on data to demonstrate to recruiting teams that our service delivery is measurable and quantifiable.
To evaluate the candidate experience, we have created a specific service called CAASK ! It consists of questionnaires sent to candidates in order to collect their impressions on the recruitment process. In particular, we calculate the candidate Net Promoter Score (NPS), which allows us to determine whether, at the end of the process, they are ambassadors, neutrals or detractors of the company as an employer. This score can be monitored over time and refined according to the candidates' profiles.
To deepen our analysis, we ask specific questions on well identified aspects of the career path, which can be points of friction: interviews, career site, follow-up... We use closed questions, in MCQ mode, to collect qualitative AND quantitative opinions.
In addition to these candidate experience indicators, we also examine the effectiveness of candidate pools over time. We compare recently hired candidates with those in the company's candidate pools. Among our clients, we have observed that 11% of the candidates hired came from their pools, which underlines the importance of retention!
One concrete example comes from a temporary employment client that conducted its own study. They analyzed the return rate of unsuccessful candidates and found that those who had interacted with Yaggo returned to job offers four times more often than those who had not been exposed to our content. This demonstrates the positive impact of "Candidate Nurturing". I know you love this concept at Skeelz 😉
Speaking of pools, your site mentions the "poulidors", the finalist candidates. Are there specific criteria for placing a candidate in one pool rather than another?
That's a great question. The criteria for placing a candidate in a pool are actually determined with our clients and vary depending on their needs. Some clients may prefer candidates with a certain level of experience, specific degrees or particular expertise.
These criteria are generally based on observable elements on the CV. In some cases, we know whether a candidate has been put into the pool or not. In other cases, we do not have this information, for example when the position is closed. In this case, we retrieve candidate flows that are not seen by the company's recruiters, but which will be reviewed by our team. Thanks to an upstream understanding of our client's expectations, we can place the right candidates directly into the pools.
ChatGPT, automation...how to integrate these new technologies to serve the candidate experience?
Ah, great question! In fact, we believe that ChatGPT and other automation technologies can add real value to the candidate experience, while maintaining a human touch. We've been testing different ways to use it to provide relevant advice to candidates.
We see these technologies not as a threat, but as an opportunity to strengthen our human approach. For some time, we have been thinking about how to integrate ChatGPT into our Yaggo platform without replacing human intervention in resume analysis.
The CNIL, moreover, requires that no robot can make decisions about candidates autonomously.
In fact, don't hesitate to take a look at our article on the subject !
Why (re)watch the replay of this webinar?
First of all, to have the pleasure of listening to all three of your voices, of course!
But on a more serious note, this webinar was really exciting and you could feel the enthusiasm and conviction from all of you. I think it shows how there are many steps in the recruiting process where you can get involved and breathe life into it.
Our objective, beyond the business aspect, is to help the candidate find his future job. This is a noble mission, not to be taken lightly.
Even if we are approaching full employment, many positions remain unfilled. The challenge is to connect candidates and companies in an efficient, relevant and, above all, human way. So, don't hesitate to watch the replay, you'll find valuable advice and a good dose of inspiration!
Thanks to you, Ines!
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