© This information is the property of ATC Events and may not be reproduced or used without attribution
©SHRM 2013
CURRENT STAFFING MODEL

Inspiration
Define & Measure
Lessons Learned

©SHRM 2013
17,500
Candidates
Complete
Survey
2012 North American Candidate
Experience Award Winners!
2012 United Kingdom Candidate
Experience Award Winners!

10/28/2013

Footer Text

5
Can We Even Agree on What a
„Candidate‟ is?

Candidates know the moment they become one…
…and their expectations form in t...
What Do We Measure?
What is the Candidate Experience?
… attitudes and opinions…
… regarding your recruiting process;
the s...
Definitions are Important:
Definitions are Important:

9
We applied to:
Experienced salaried position (3+ yrs. experience)

31.1%

Hourly wage position

29.9%

Management salaried...
Lesson # 1 – “Know My Value”
company performance

Sales
Compensation

Retention
Hire
Conversion
Rate

SPEED
Candidate Qual...
CANDIDATES

How likely are you to share your
experience: Positive or Negative?

© Talent Board 2013
Candidate Questions 43...
CANDIDATES

“How likely are you to REFER
someone to [Company Name]?”
46.3%
15.2%

Likely or Very
likely

10/28/2013

Neutr...
CANDIDATES

“How likely are you to change as a
CUSTOMER of [Company Name]?”
50.6%
24.9%

28.8%

Likely or
very Likely

Neu...
Lesson # 2 – “Hear Me Now”
EMPLOYERS

“Do you listen when candidates
APPLY?”
78.8%
“We ask job seekers
at later phases of
the recruiting
process.”

S...
CANDIDATES

“Were you asked for feedback when you
applied?”

63.2%

20.6%
Yes, but after the application
was completed

“N...
Do you listen to the finalists?
Employers said

63.3%

20% of
Finalists
Agreed

36.7%
Lesson # 3 – “Speak Clearly”
Align communication methods to
your audience
And occassionally the „audience‟ may be misaligned

24
[Online]

Employers
Candidate job search
engagement through
connections and
relationships on social media
are significant
...
[Traditional]
Employee Referrals

were aware of
employee referrals.

were aware of and used
employee referrals.

of those who were refer...
Lesson # 4 – “Answer Truthfully”

How frequently does this position come open?
What is the profile of the last person
to c...
Lesson # 5 – “Deliver What You
Promise”
You must make a promise…
…before you can deliver on it

…our online application can be
completed in less than two minutes....
EMPLOYERS

“How do you rate your company’s ability
to communicate with UNQUALIFIED candidates?”
10.4%
43.7%
45.9%

34
EMPLOYERS

“How do you treat unqualified candidates?”

21.7%
Not Required….But
31.6%
Other

30.0%
Required
10.0%
Nothing

...
EMPLOYERS

“How do you rate your company’s ability to
communicate with QUALIFIED candidates NOT
selected?”
54.2%
Positive
...
EMPLOYERS

“How do you treat qualified candidates…
….who inquire because they haven‟t heard?”
CANDIDATES

“How do you rate how you were treated when
YOU were NOT SELECTED by [Company Name]?”

38.5%
17.9%

Neutral

Po...
CANDIDATES

How [10,000] candidates said they were
rejected:
©SHRM 2013

40
©SHRM 2013

41
Elaine Orler
Gerry Crispin
Talent Function
CareerXroads
elaineorler@talentfunction.com gerrycrispin@comcast.net

www.theCa...
24.9%
Likely or
very Likely

50.6%
28.8%
Neutral

Unlikely or Very
Unlikely
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality
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Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality

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Gerry Crispin and Elaine Orler present at the 2013 Australasian Talent Conference in Sydney. Gerry is Chief Navigator of CareerXroads and Elaine is President of The Talent Board. They jointly delivered their presentation on how to better understand, listen to and engage prospects and candidates. Find out more about the Australasian Talent Conference at www.atcevent.com

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  • But only 1 in 5 of the yeses do it at the application the rest do it much later
  • ¼ surveyed before they were rejected
  • Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever
  • Link to check status 9.3 do not reply 49%, 26.2rec email%, 7.9reccall, 3.4- HMcall, 11.0%-HMemail other-9.3 nothing- 6.2%
  • Australasian Talent Conference 2013 - Candidate Experience: Myth, Legend, Reality

    1. 1. © This information is the property of ATC Events and may not be reproduced or used without attribution ©SHRM 2013
    2. 2. CURRENT STAFFING MODEL Inspiration Define & Measure Lessons Learned ©SHRM 2013
    3. 3. 17,500 Candidates Complete Survey
    4. 4. 2012 North American Candidate Experience Award Winners!
    5. 5. 2012 United Kingdom Candidate Experience Award Winners! 10/28/2013 Footer Text 5
    6. 6. Can We Even Agree on What a „Candidate‟ is? Candidates know the moment they become one… …and their expectations form in that instant
    7. 7. What Do We Measure? What is the Candidate Experience? … attitudes and opinions… … regarding your recruiting process; the stakeholders in the process; the work itself; your company as a place to work… … actions taken Source: CareerXroads Candidate Experience monograph, March, 2011
    8. 8. Definitions are Important:
    9. 9. Definitions are Important: 9
    10. 10. We applied to: Experienced salaried position (3+ yrs. experience) 31.1% Hourly wage position 29.9% Management salaried position 14.8% Entry level salaried position (0-2 yrs exp., new graduate) 12.0% Sr. Leadership (Director, Executive) 4.9% Other (internship, seasonal, contract) 7.3%
    11. 11. Lesson # 1 – “Know My Value” company performance Sales Compensation Retention Hire Conversion Rate SPEED Candidate Quality new hire time to perform COST
    12. 12. CANDIDATES How likely are you to share your experience: Positive or Negative? © Talent Board 2013 Candidate Questions 43 (n=16,023) & 44 (n=10,450) 14
    13. 13. CANDIDATES “How likely are you to REFER someone to [Company Name]?” 46.3% 15.2% Likely or Very likely 10/28/2013 Neutral Footer Text 6.1% Unlikely or Very Unlikely 15
    14. 14. CANDIDATES “How likely are you to change as a CUSTOMER of [Company Name]?” 50.6% 24.9% 28.8% Likely or very Likely Neutral (~5% +, ~20% - ) Unlikely or Very Unlikely
    15. 15. Lesson # 2 – “Hear Me Now”
    16. 16. EMPLOYERS “Do you listen when candidates APPLY?” 78.8% “We ask job seekers at later phases of the recruiting process.” Source: theCandEs.org, 2012 15.2% “We ask via „popup‟ survey before They begin the application.” 6.1% “We also ask those who abandon the application.”
    17. 17. CANDIDATES “Were you asked for feedback when you applied?” 63.2% 20.6% Yes, but after the application was completed “NO” 9.1% Yes, a survey option was presented prior to completing the application 7.1% Other 19
    18. 18. Do you listen to the finalists? Employers said 63.3% 20% of Finalists Agreed 36.7%
    19. 19. Lesson # 3 – “Speak Clearly”
    20. 20. Align communication methods to your audience
    21. 21. And occassionally the „audience‟ may be misaligned 24
    22. 22. [Online] Employers Candidate job search engagement through connections and relationships on social media are significant and growing. Candidates
    23. 23. [Traditional]
    24. 24. Employee Referrals were aware of employee referrals. were aware of and used employee referrals. of those who were referred received job offers. Referred Candidates are more likely than Non-referred Candidates to receive an offer.
    25. 25. Lesson # 4 – “Answer Truthfully” How frequently does this position come open? What is the profile of the last person to compete successfully for this position? What happened to the previous incumbent?
    26. 26. Lesson # 5 – “Deliver What You Promise”
    27. 27. You must make a promise… …before you can deliver on it …our online application can be completed in less than two minutes. …all candidates…reviewed and communicated…1-20 days.
    28. 28. EMPLOYERS “How do you rate your company’s ability to communicate with UNQUALIFIED candidates?” 10.4% 43.7% 45.9% 34
    29. 29. EMPLOYERS “How do you treat unqualified candidates?” 21.7% Not Required….But 31.6% Other 30.0% Required 10.0% Nothing 6.7% Required w Feedback Source: theCandEs.org, 2013
    30. 30. EMPLOYERS “How do you rate your company’s ability to communicate with QUALIFIED candidates NOT selected?” 54.2% Positive 37.5% Neutral 8.3% Negative 36
    31. 31. EMPLOYERS “How do you treat qualified candidates… ….who inquire because they haven‟t heard?”
    32. 32. CANDIDATES “How do you rate how you were treated when YOU were NOT SELECTED by [Company Name]?” 38.5% 17.9% Neutral Positive (~5% +, ~20% - ) 43.6% Negative 38
    33. 33. CANDIDATES How [10,000] candidates said they were rejected:
    34. 34. ©SHRM 2013 40
    35. 35. ©SHRM 2013 41
    36. 36. Elaine Orler Gerry Crispin Talent Function CareerXroads elaineorler@talentfunction.com gerrycrispin@comcast.net www.theCandEs.org
    37. 37. 24.9% Likely or very Likely 50.6% 28.8% Neutral Unlikely or Very Unlikely
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