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Every company wants to deliver a great candidate experience, but many organizations collect large volumes of feedback without a clear strategy for turning insights into action.
In this session, Schneider Electric will share its candid journey to improving candidate experience through a simple philosophy: control the controllables. We'll discuss how we moved beyond satisfaction scores to identify the moments that matter most, uncover meaningful trends in candidate feedback, and prioritize improvements that create measurable impact. Attendees will hear practical examples of small, targeted changes that delivered outsized results, demonstrating that better candidate experiences don't always require major investments or large-scale transformation efforts.
We'll also explore one of the biggest challenges facing talent acquisition teams today: recruiters don't own every touchpoint. Hiring managers play a critical role in shaping candidate perceptions, yet influencing thousands of managers across a global organization requires more than training alone. We'll share how Schneider Electric uses data, process design, and in-the-moment reminders to reinforce candidate-centric behaviors throughout the hiring journey. Most importantly, we'll be honest about the lessons learned, including the risks of overreacting to individual comments, trying to solve every piece of feedback, and losing sight of broader trends.
Whether you're launching a candidate experience program or evolving a mature one, you'll leave with practical strategies to collect meaningful feedback, focus on what matters most, influence key stakeholders, and drive measurable improvements without boiling the ocean.
Attendees Will Learn
- How to turn candidate feedback into actionable insights
- A practical framework for prioritizing what you can control
- Small changes that can create significant candidate experience improvements
- Ways to influence hiring managers at scale
- Common pitfalls to avoid when acting on candidate feedback
