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5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
5 Actions to Improve your Candidate Experience
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5 Actions to Improve your Candidate Experience

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Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an …

Resourcing expert and futurologist Matt Alder and the former global head of resourcing at Unilever Paul Maxin share their Top 5 actions to improve your candidate experience. The webinar was an opportunity for HR professionals to explore the world of candidate experience and talent analytics.

The webinar covered:

> 5 actions to help you build a winning candidate experience.

> How to use talent analytics to drive your recruitment strategy forward.

> How to manage candidate expectations?

> The benefits of providing exceptional candidate care.

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  • 1. 5 Actions To Improve Your Candidate Experience… and why it matters! Webinar 22nd October 2013
  • 2. Presenters Paul Maxin Matt Alder Former Global Resourcing & Recruitment Director at Unilever Resourcing Specialist and Futurologist, Metashift
  • 3. Who am I? Name: Paul Maxin Role: Former Global Resourcing & Recruitment Director at Unilever Twitter: @paulmaxin Hobbies: Family, travel writing, West Ham United, and an unhealthy encyclopaedic knowledge of the works of Bob Dylan.
  • 4. Question 1 Q. What percentage of candidates say their recruitment experience influences their purchasing habits of goods and services from that organisation? A.
  • 5. Question 1 Q. What percentage of candidates say their recruitment experience influences their purchasing habits of goods and services from that organisation? A. 53% of candidates
  • 6. Question 2 Q. What percentage of people share their recruitment experience with their networks? A. 77% of people share their recruitment experience with their networks.
  • 7. Question 2 Q. What percentage of people share their recruitment experience with their networks? A. 77% of people share their recruitment experience with their networks.
  • 8. Question 2 Q. What percentage of people share their recruitment experience with their networks? A. 77% of people share their recruitment experience with their networks. And 74% of candidates would share a negative candidate experience…
  • 9. Candidates are our consumers! “At Unilever, the majority of candidates do not get a role. Therefore, our rejection capability needs to be just as good as our selection capability.” A candidate‟s experience, whether successful or not, influences their on-going attitude as a consumer. At Unilever there is a consumer (and candidate) centric approach which: • Builds their employer brand • Enhances their value proposition through candidate experience • Delivers brand advocacy
  • 10. Social media Acts as an avenue of communication for companies, and a voice for candidates. Where should valuable time and resources be invested? The social media world evolves and changes rapidly. This plethora of social media categories and tools can be daunting to organisations yet to formulate a strategy.
  • 11. Example: Glassdoor Trip adviser for job seekers. A career community that offers an inside look at jobs and companies, underpinned by user generated reviews and ratings. > 18 million members > 4 million company reviews, salary reports interview questions reviews and photos > 75 million page views each month
  • 12. Why do people use Glassdoor? > Information that maybe unavailable on a corporate website > Gain insights into average employee salary and first hand advice of interview process > See how employees rate their company in terms of management, opportunities, work/life balance and culture
  • 13. Question 3 Q. What percentage of job seekers say they were influenced by employee-provided reviews and ratings? A. 96% are influenced
  • 14. Question 3 Q. What percentage of job seekers say they were influenced by employee-provided reviews and ratings? A. 96% are influenced
  • 15. Key Recruiting Trends Recruitment organisations today are looking at trends to innovate recruitment strategies and improve hiring effectiveness. The following are key recruitment trends to be considered: Candidate Sourcing The Rise of Social Media • Direct Sourcing • Building Talent Communities Everyone is a Recruiter and an Ambassador Candidate Experience Anytime/anywhere access Foundation Services SaaS Strategic, Paperless Onboarding Two-way/remote assessments Leveraging Recruitment Analytics
  • 16. The Careers Site and Social Web Transformation Broadcast Conversation Attracting Nurturing Careers Site Corporate Formal Application Human Frictionless Application Careers Ecosystem
  • 17. The Elements of the Social Ecosystem Tailored Point Of Contact for job seekers; First Point of Contact for Corporate Stakeholders and employer brand building through factual information Embassy to nurture on-going conversation aimed at generating engagement around / raising awareness of: the company culture; the opportunities that Unilever has to offers; the commitment to sustainability; the brands… and ultimately provide tailor made job news and advice. Embassy for visual brand engagement and storytelling. Repository of video assets that can be used across other social media channels to satisfy educational needs and spark engagement. Repository of useful information that can be used in the consideration (I‟m considering changing my job) and interview phase. Content is mainly user generated.
  • 18. The Ecosystem at Work Applicant “Likes” Facebook page Applicant searches for “working at company” Applicant sees Facebook Advert Applicant interacts with content Applicant sees job publicised on Twitter Push Pull Push Applicant watches YouTube video about working at company Applicant checks out Unilever on LinkedIn or Glassdoor Pull Applicant follows Facebook link and applies through app
  • 19. My Top 5 Actions 1) Ensure your leadership is on board 2) Develop employees into brand ambassadors 3) Share authentic stories 4) The majority of candidates will not be successful – your rejection capability must be as good as you selection capability 5) Treat all candidates as your customers or consumers
  • 20. A great candidate experience… > Candidate is clear about the selection process (who they will see and why) > Candidate is provided with clear briefing about who they are meeting, their role etc – via the executive search partner > Candidate is not asked to come back time and time again to see different people/goal posts moving… > Last minute changes to interview times are avoided > Candidates should never be kept waiting. Punctuality or lack of it creates a strong impression. > Interviewer should allow time for the candidate to ask questions > Candidate goes away with a positive impression, whether or not they are recruited for the role > Candidate gets clear feedback > Candidate is communicated with on a timely basis
  • 21. Matt Alder www.metashift.co.uk
  • 22. My Top 5 Actions 1) 2) Always tailor content 3) Manage your candidates expectations 4) 5) Be where the candidates are Take a team approach „You can‟t manage what you don‟t measure!‟
  • 23. No. 1. Be Where The Candidates Are “88% of job seekers have used a mobile device to search for jobs in the last year” Google Consumer Survey 2013 Since February 2010, the number of job seekers with smart phones has risen from 43% to 76%. Companies need to engage with candidates on the platforms that they use.
  • 24. Example: Adaptive Candidate Experience CompareTheMarket.com offer a mobile experience that works across all devices. Companies need to understand what mobile job-seekers are doing on their site to ensure they offer the best experience.
  • 25. So how do potential candidates approach the mobile job hunt? > 70% of candidates want to be able to apply for a job using a mobile So keep it simple! device > 62% browse for jobs > 45% find out more about potential employers > 27% get email alerts for jobs > 19% check salary Research from Jobsite
  • 26. Slow off the mobile mark? Google‟s cracking down… “To improve the search experience for smartphone users and address their pain points, we plan to roll out several ranking changes in the near future that address sites that are misconfigured for smartphone users.” Google A recent update to Google’s search algorithm have made mobile sites compulsory for those that don’t want to significantly loose traffic. A bad mobile experience won’t just impact a companies candidate experience but it will also hinder their interaction with talent.
  • 27. No. 2. Always Tailor Content Understand what motivates your candidates and tailor your content accordingly…
  • 28. Everyone‟s different… Concerned about: Concerned about: > Rates of pay > What software? > Hours & shifts > Development > Insurance cover & environments benefits > How long is the commute? Can I park? > Training and development > Do you offer food & beverages? > Management culture > Job stability Findings based on the results from surveying 80,776 job applicants by Mystery Applicant
  • 29. No. 3. Manage Expectations Regular Updates (status of application) 3% Understanding the 10% 15% Being treated as an individual expectations of your 16% companies target market Feedback is essential to create an exceptional candidate experience. 56% Flexibility of interview scheduling travel costs paid (interview) Findings based on the results from surveying 80,776 job applicants by Mystery Applicant
  • 30. Expectations are different… How many days does a candidate expect an application process to take (by age of applicant)? Everyone‟s expectations are different and whilst you can‟t please everyone, by 80 70 developing an understanding of the expectations of your target market, and how this differs by age, gender 60 50 40 Days 30 20 10 0 etc, your candidate 16 - 20 20 -25 25 - 30 30 - 40 40 - 50 50+ experience will flourish. Findings based on the results from surveying 80,776 job applicants by Mystery Applicant
  • 31. No. 4 Take A Team Approach “Hiring Manager of the Month” The candidate experience will only improve if everyone in the team supports each other and pushes for improvement. Training and on-going recognition of improvements are key RMS engaged their hiring managers through recognising exceptional candidate feedback with a monthly award. to success.
  • 32. No. 5. Measurement “You can’t manage what you don’t measure” If the candidate experience is not measured then it is impossible to monitor its impact and development.
  • 33. Why measure candidate experience feedback? “Data evidence rather than assumptions” > Become the eyes and ears of your recruitment process > Monitor the ROI of your campaigns in real-time > Strengthen your employer brand > Identify areas for improvement and efficiencies – both in terms of people and processes > Gather real insight into your diversity practices – how effective are they? > Better engage with your candidates so you can hire more of the right people > Review sourcing, benchmarking and supplier relationships
  • 34. What are your candidates saying about you? Turn job applicant feedback into powerful analytics Automated distribution Feedback Interface Dashboard Reporting Benchmarking Mystery Applicant automates the process of gaining candidate feedback, to deliver real-time recruitment analytics and optimize candidate experience. Find out with
  • 35. www.mysteryapplicant.com

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