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Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
Jim D'Amico - The Candidate Experience As A Competitive Advantage
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Jim D'Amico - The Candidate Experience As A Competitive Advantage

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  • 1. JIM D’AMICO The Candidate Experience As A Competitive Advantage
  • 2. Notes On Research
    • 5 Months
    • Over 250 Applications to unique companies
    • Over 40 unique interview series
  • 3. Initial Findings
    • Less than 3% of the companies offered an engaging candidate experience
  • 4. Initial Findings
    • The vast majority of companies have, in no uncertain terms, a craptastic candidate experience
  • 5. Initial Findings
    • 99% of companies have instant auto-reply to resume submission/application
    • Average time from application to first “live” contact from company is 21 days
    • Approx. 70% of companies provide any form of closure
  • 6. Why Is Candidate Experience Important
    • Employee engagement begins in the recruiting process. How well someone is treated as a candidate teaches them what they can expect as an employee
    • Your employment brand is only as strong as your candidate experience
    • Candidates are possibly current or potentially future customers
  • 7. Improving Candidate Experience
    • Look at each step of the process*
      • Career page
      • Application
      • Phone interview
      • On-site interview
      • Rejection
      • Offer
  • 8. The Career Page Get Started or Get Lost
    • How small is the invite to visit the career site?
    • How many clicks does it take a candidate to begin the application process?
    • Are the instructions clear?
    • Is there any insight into the recruiting process?
  • 9. The Application Sweet Dreams or Total Nightmare
    • How long does it take to complete?
    • Do you let candidates know how much information they need to have handy to complete the application?
    • Do you use a “one size fits all” application model?
    • What’s the point of your auto-reply?
  • 10. The Auto-Reply
    • Thanks from a human
    • Honest time line expectations
    • Invite to become a customer
  • 11. The Phone Interview The First Impression
    • Is your phone interview even necessary?
    • Is it a 2 way street?
    • What is your candidate value proposition?
  • 12. The Onsite Interview Worthwhile or Worthless
    • How many interviews? Really?
    • Be on time, be prepared
    • Show the value proposition in action
    • Make travel easy
    • Treat them like your best customer
  • 13. Rejection The Art of the Break Up
    • Sooner is better than later
    • Letter/email or call?
    • Treat them like a customer
  • 14. The Offer
    • Timely
    • In person or on phone only
    • Best offer up front
  • 15. Where To Find Jim
    • Twitter: @jmdcomedy
    • Linkedin: www.linkedin.com/in/jimdamico
    • Email: [email_address]
    • Phone: 216-570-5014

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