What is a ‘fandidate’? The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’. A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.

1. How to…turn your candidates
into ‘fandidates’
Candidate engagement
Date:
March, 2015

2. What is a ‘fandidate’?
The people that apply to work for you are
usually those that know your organisation, like
your brand, and use your products or services.
This provides an opportunity to win
‘fandidates’.
A fandidate is a candidate who has been
through a selection process with you and is still
a fan irrespective of the outcome.
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3. Ask the things you need to know
There are many
assessments
available that ask
candidates questions
with no immediate
relevance to the job.
Poor assessments
affect candidate
morale and can lead
to discrimination and
legal issues.
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4. Ask the things you need to know
Many candidates apply for multiple roles
simultaneously. They will have good knowledge about
the assessments you and your competitors are using.
Use this to your advantage; ensure you use
assessments most suited to your job roles with
relevant benchmarking on top of good validity and
reliability figures.
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5. Don’t let the cheats prosper
Care must be taken
to ensure that the
assessments you
use have a good
level of security.
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6. Don’t let the cheats prosper
Saville Consulting’s aptitude assessments are built
from large item banks which help alleviate this
problem. Parallel versions allow supervised
assessments for shortlisted candidates.
Our behavioural assessments contain sophisticated
distortion mechanisms to ensure accuracy and
honesty in candidate responses.
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7. The positive candidate experience
You can't guarantee every
candidate a job but you
can ensure that your
organisation is represented
in a positive way.
Candidates will be more
likely to engage with a
process that feels as if it’s
centred around them.
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8. How to achieve a positive candidate experience
1. Choose assessments that represent your brand
well.
2. Use up-to-date technology that makes it easy for
candidates to take the assessments.
3. Make it clear from the outset what your process
entails.
4. Take care with online joining instructions; make
them clear, concise and free of ambiguity.
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9. How to achieve a positive candidate experience
5. Give adequate time for assessments to be
completed, with scheduled reminders.
6. Always use preparation guides and practice tests.
7. Take account of any disability issues your
candidates may have.
8. Make sure that candidates receive a finishing
notification.
9. Monitor dropout levels.
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10. Right for us and right for them
A culture fit report
allows recruiters to
see which sort of
environment will
best enhance or
inhibit performance.
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11. Right for us and right for them
Our culture and
environment fit report
gives candidates the
opportunity to make
insightful choices into
the sort of organisations
they should apply to.
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See a full sample report

12. Make the candidate feel good
Candidates like
recruitment processes that
focus on the things they
can do. A focus on
strengths can enhance
candidate engagement.
By encouraging positivity,
candidates who may
eventually be rejected still
gain from the process.
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13. Make the candidate feel good
Our strengths-based
assessments focus on
positive aspects of
candidate performance
and are ideal for providing
merit lists for volume-
based recruitment.
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See a full sample report

14. So, how well did I do?
Feedback is important
for all candidates.
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15. Find out more at:
@savilleconsult