Candidate Experience Audit From the Candidate's Timeline
Review the hiring process from application to decision.
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Audit the candidate experience. The stages of our process with typical time at each stage and what candidates are told: [PROCESS_STAGES]. Feedback from candidates, if any: [CANDIDATE_FEEDBACK]. The last ten candidates' timelines (application date, first response, interview dates, decision date): [CANDIDATE_TIMELINES]. Calculate the average and longest time from application to first response and to final decision, and the share of candidates who were left without an update for more than ten days, with the arithmetic. Check that each stage has a clear communication (acknowledgement, scheduling, interview information, decision), that reasonable adjustments are offered, and that rejected candidates are told. Make a table with Stage, Current practice, Gap, and Fix. Provide template messages of under 80 words for acknowledgement, scheduling and rejection, and a candidate feedback survey of five questions. Do not assume intent. Mark data protection and retention items [VERIFY]. Add a worked timeline analysis for 10 candidates: days to first response 2, 3, 3, 5, 6, 7, 9, 12, 14, 21 (median 6.5); 4 left without an update for over 10 days; and a rule that every candidate hears something at least every 7 days. Include a rejection message example of 60 words.
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