Customer experience vs candidate experience.
Introducing Matt Ballantine is quite a challenge when he openly admits, âI go out of my way to confuse recruiters on LinkedInâ but we do know he knows a lot about customer experience.
Mattâs profile introduction states that he is
âHelping organisations to play.â
Under the umbrella of this statement, he delivers Independent Consultancy through his company Stamp London, is a prolific contributor to Forbes, he also co-hostâs the popular WB-40 podcast and is a frequent speaker at prominent UK conferences and events.
On the show, Matt discusses the close comparisons between âcustomer experienceâ and âcandidate and employee experienceâ drawn from his work with marketing and HR teams. He tells us that how employee branding is as much about,
âthe people that could work for you as it is about the people that currently work for youâ and how this is inherently linked to the company brand.
Companies âuse the brand as a veneer over stuffâ and he thinks âthere is a lot of talk about it, however, there isnât a huge amount of evidence that people are thinking about employee experience or pre-employee candidate experienceâ.
Candidate experience is a subset of employee experience
With direct experience partnering with companies to improve team collaboration delivering products and services, Matt advises that we return to first principles, “focus on areas around design thinking and how great companies are providing products and services to their customersâ. Furthermore, âany company that talks only in terms of compensation rather than pay and recognition have set themselves up for failureâ.
If that wasnât enough, below youâll hear Matt talk about:
- HR and Recruitment – who owns the âExperienceâ?
- The two principles of âneedsâ for organisations and employees
- Customer Acquisition versus Talent Acquisition
- Where to start with applying Design Thinking and User Journey Mapping
- The NHS as a driver for entrepreneurship in the UK
