Personalization at scale for a good candidate experience

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Recruiting and technology have been intertwined for years. And there is no question that technology has simplified and, in many ways, improved recruitment. Social media, online developer communities, assessment platforms, and automation tools help recruiters target top candidates. Applicant tracking systems have built-in AI which helps in ranking candidates based on the relevance of their resumes. A layer further involves the use of technical assessments platforms like which helps in conducting skill-based tests and interviews in a candidate-friendly interface. Furthermore, there are various other HR tools that make employee onboarding and other aspects of hiring easier through process automation.

However, technology hiring is far from being an easy to tackle function at any company that aims for high talent densities. Providing the best candidate experience and streamlined interview processes have become way more important for hiring teams in order to attract and hire top talent. In our recent episode of Hiring Diaries with Nishant Das (Global Head of Talent at Coinswitch, and a former talent leader of American Express, Zeta, and Fractal Analytics), we asked him how he aims to address this problem statement.

Host, Mudit Srivastava:

I’ve seen that the definition of a “great candidate experience” differs from founder to founder. Depending on your perspective, what may seem like a good experience may disappoint the candidate. Obviously, there is subjectivity associated with this critical element. How do you view it from your lens and how do you think one can deliver a good candidate experience with a personal touch in place?

Guest, Nishant Das:

The question is very oriented concerning what’s the human experience in some kind of interaction. I must say that I hope whoever is talking about candidate experience knows that it’s a measurable process now, and, and, and is measuring that along the way through various tools like candidate NPS in their operation.

In order to understand, you need to make sure that based on your learning process, you are measuring your candidate experience, baselining your expertise, and comparing it with the best employers in the world. Comparisons should not be limited to your industry, your city, or your country. Take a look at some of the best employers at a global scale and see what their NPS is. And, and then choose what you want to do. Read your NPS or segment your NPS just like any analytics team breaks down customer data to understand the customer lifecycle. You need to determine what worked in a customer lifecycle, how useful it was, and where you have to make changes, whether it’s with respect to pricing, packaging, supply chain, or just the retail experience.

In a similar vein in the candidate journey, what worked, what did not work can be deep-dived and can be understood as to what’s going well for you know that first and make sure that you’re taking it to the next level because you’re already doing that right. And then immediately fix elements that are turning coming from a measurement process like that.

What I spoke about is a more reactive approach. 

A more proactive approach ensures that both have to occur in tandem at hand. It’s not either-or. It is primarily an element that I spoke about that would be enormous for the learning experience of the individual in the process. How challenging did we make it for the individual in the process? What was the interaction like? Whether it’s a recruiter’s interaction or an interviewer’s interaction with the person, the intent should be to kind of, you know, make it a fabulous experience. But an essential element will be learning in that process altogether. 

From a recruiter standpoint, everything that promotes the culture of transparency and proactiveness kind of gives the candidate a better experience. It is consistently about being transparent as to what you are talking about. How well are you explaining the process, and how well-prepared are you before a process happens. 

We should never have an interviewing process when somebody is going to surprise us with what kind of conversation they are entering into, especially for SME roles. For leaders, it may be fine. But especially for SME roles, it is necessary to understand what kind of framework is in place. What is the outcome that you’re looking at? And it kind of always makes sense to say that in advance what is the kind of way forward – I’m going to go through and LLD around, I’m going to HLD, I’m going to a Problem-solving round or it’s a technology deep dive. And so if you’re saying technology deep-dive, what are your preferences. Some organizations have preferences, and they want to deep-dive accordingly. And some organizations, which is a better way, are focused on an individual’s strengths. They don’t go into any area that the candidate doesn’t go to. So they just focus on the power of the individual and build that up, and they take the challenge to a level to understand what the ceiling is? And when they are pushed to that ceiling like can you solve this, Or can you answer this, that’s when they kind of feel challenged. And that’s when the awe comes in for the organization, and the need to join their organization needs to work with those individuals kind of comes in. 

Found it insightful? View the entire episode of Hiring Diaries by

Hiring Diaries is a series of discussions hosted by in collaboration with the Top 1% talent leaders in the industry. In the recent episode with Nishant Das, we discussed several topics including –

  • Role of assessments platform as Growth Lever in Technology Hiring
  • Reducing Churn in Technology Hiring Funnels
  • Recruiting trends in technology for India Inc in 2022
  • Candidate Screening Strategies at Different Scales
  • Delivering memorable candidate experiences
  • Plus much more.

You can view the entire episode on-demand here  –

More about and Hiring Diaries is a product built for delivering better experiences for end-to-end technical assessments at scale. Through, you can hire engineering and data science talent through coding assessments, AI challenges, take-home assignments, 1-on-1 interviews, and much more, all in a highly condensed and simplified manner.

Hiring Diaries is’s initiative to support the engineering and talent acquisition communities. It’s a series of live discussions in collaboration with the top 1% of talent and technology leaders who share’s passion for giving first.

You can check out more HR automation tools that can help recruiters here.