菜单
Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand.
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基于 SOC 职业分类
Use when designing or applying progressive discipline — covers the escalating sequence, documentation, gross misconduct exceptions, and consistency.
Use when conducting or scoping workplace investigations — covers intake, scope, interview protocols, evidence, findings, and outcomes.
Use when designing career frameworks, level rubrics, IC and management track parity, and promotion processes.
Use when planning organizational change — covers communication architecture, sequencing, manager enablement, and predictable failure modes.
Use when training managers in coaching skills — covers GROW, listening, asking vs. telling, and growth mindset framing.
Use when articulating or revising a comp philosophy — covers market positioning, geo strategy, mix, transparency, and differentiation.
| name | candidate-experience |
| description | Use when auditing or designing the candidate's journey — covers communication, time, transparency, and the link between candidate experience and employer brand. |
Every candidate becomes a brand ambassador or detractor. With Glassdoor, LinkedIn, and informal networks, a single bad experience reaches dozens of future candidates. More importantly: how you treat candidates is who you are. The signal it sends is louder than any careers page.
| Stage | Target |
|---|---|
| Application → recruiter screen invite | < 5 business days |
| Recruiter screen → onsite invite | < 5 business days |
| Onsite → decision | < 5 business days |
| Decision → offer or rejection | Same week |
| Total cycle | < 3–4 weeks for typical roles |
Slow loops lose candidates. Especially in competitive markets.
Pre-screen: role description with honest scope, comp range (legally required in many jurisdictions), interview process, expected timing.
Pre-onsite: stages, who they'll meet (names + roles), expected duration, prep guidance, accommodation request channel.
Pre-decision: timeline, when they'll hear back.
Decision: yes (move quickly to offer) or no (clearly, kindly).
Rejection emails matter. Default template:
Subject: Update on your application
Hi [Name],
Thank you for [interviewing with us / applying for the X role]. After thoughtful consideration, we've decided not to move forward.
[Optional: 1–2 specific lines of feedback if appropriate to give. Avoid generic.]
We appreciate the time you invested. We hope our paths cross again.
[Sender]
Avoid:
Provide individualized feedback when feasible — especially for finalists.
Make accessible:
Don't ask about disability; don't ask about caregiving. Provide accommodations on request.
Avoid:
Do:
Brief (5 questions):
Send to all candidates after a decision. Aggregate quarterly. Watch for demographic patterns.
talent-acquisition-strategist — Funnel diagnosticsstructured-interview-designer — Loop designdei-strategist — Demographic patterns in candidate experience signal