Defining the Candidate Experience: From Myth to Mastery and Why it Matters
Presented by Gerry Chrispin, Founder -The TalentBoard
What would it mean if candidates and employers were “equals” when it comes to sharing information about themselves during the business process we call recruiting? Would it change how you present yourself as a desirable company to work for? Would you be compelled to tell the truth about the pay, the challenges, the previous incumbent…and more..before a prospect even considered applying? Would it make a difference in the quality of candidates that applied? This session will answer these questions and more as we explore how candidates are treated and what it means to the firms that do it well.
For the last three years, a non-profit, TalentBoard, has conducted a six month campaign each year with dozens of volunteers to get companies to describe how they treat candidates and the candidates of these companies to describe how they were treated. The results are changing the way we think about recruiting. In 2013 more than 35,000 candidates of 90 companies detailed their experiences by completing a 40 minute survey beginning from when they began researching the firm they eventually applied to until, if they were hired, they were onboarded. (Since only 15% of the candidates were hired, we know even more about the attitudes, opinions and actions they took before, during and after their application.)
Come learn about US best practices and how this evidence-based movement is spreading to the UK, Australia, New Zealand and beyond.
3. A.) Anyone who can
possibly do the job.
B.) Anyone who expresses
interest in a specific opportunity.
What makes a person a
C.)Candidate?
Anyone qualified,
and considered.
D.) The ‘Finalists’ we interview.
4. Why do we even care?
How did I learn about you?, What prompted me to Apply?,
How was I prepped at each stage?
How were expectations set at each stage?
How were the results of each stage communicated?
Was I able to compete fairly?
Did you ask my opinion?
Did you listen?
Candidate Experience
Re-apply; Refer;
Buy; Convert; Influence
Retain; Perform
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7. Candidates
- 80% Were Not Hired.
- 10,000+ had a bad experience.
- 20,000+ had a good experience.
- Gender was equally divided
- Hourly-36.8%; Entry-14.7%;
Exp-30.2%;
Supv/Mgr-13.9%;
Exec-2.0%
- Millennial, 28.0%; Gen X, 39.0%
Boomer, 28.0%
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21. #1 – Build a Business Case.
#2 – Ask EVERY Candidate if
they are satisfied they’ve
shared fully their skills,
knowledge and experience.
#3 – Seek Feedback.
Especially if you aren’t
going to give it.
#4 – Set Expectations.
Publish them on the career site
#5 – Walk in their shoes.
