Candidate Experience for boosting Talent Aquisition metrics

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What is candidate experiecne and how it can boost talent aquisition mertics? Find it out in this presentation.

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Candidate Experience for boosting Talent Aquisition metrics

  1. 1. Candidate Experience for boosting Talent Aquisition metrics Marcin Sieńczyk eRecruiter, Business Development Director #HRU Sourcing, Kraków, 18.09.2015.
  2. 2. What is Candidate Experience?
  3. 3. Customer experience (CX) is the sum of all experiences at various touchpoints a customer has with a supplier of goods or services, over the duration of their relationship. This can include awareness, discovery, attraction, interaction, purchase, use, cultivation and advocacy. Candidate experience (CX) is the sum of all experiences at various touchpoints a candidate has with an employer over the duration of their relationship – which might be before, during and after participation in the recruitment process.
  4. 4. What is important?
  5. 5. How do you influence your Candidates Experiences? 10 min. for conversation
  6. 6. Work in groups Split the recruitment process into stages and decide in which touchpoints you can influence candidate experience. Give examples of actions which you can take to improve candidates experiences (on daily basis as well as occasionally). Time: 20 minutes
  7. 7. First  impression   Access  to   informa0on   Applying   process   Communiac0on   Recruitment   process   Let’s  stay  in   touch   Candidate journey map
  8. 8. What the surveys tell us?
  9. 9. Do employers care about relationships with candidates? – employers declarations 65%YES 27% Yes, but we focus on candidates in final stages of recruitment process 4% NO 4% Yes, but we focus on employer branding activities Source:: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.
  10. 10. Do employers care about relationships with candidates? – candidates impressions 26% Rather yes 57%NO 3% Definitely not 14% I don’t know Źródło: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.
  11. 11. 14% YES 30% RATHER NO Are companies responsive during the application process? – candidates impressions Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA 55% NO
  12. 12. Does experience (positive or negative) during the application process impacts decision about whether to accept a position from company? – candidates impressions 32% NO 37% RATHER YES 31%YES Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA
  13. 13. 68% of employers do not mantain relationships with candidates and limit their activities to keep candidates data in the database. 46% of candidates never get a response from an employer which contains reasons of rejection and advice on what should they improve to be more successful in applying for the job in future. Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.
  14. 14. 82% of candidates tell their relatives and friends about their BAD recruitment experiences with a specific employer. Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA 19% of candidates tell about their BAD recruitment experiences with a specific employer to more than 10 people. 23% of candidates change perception of a after receiving a negative referral from a friend or family member or colleague
  15. 15. 46% of candidates declared that experiences gained during recruitment process might change their consumer behaviour which influences their attitude to products or services offered by employer's brand. Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.
  16. 16. What TA metrics are important and which should be measured on a regular basis? 10 min. for conversation
  17. 17. What metrics should be monitored? #1 Quality of received job applications #2 Job applications’ sources #3 Recruitment process flow #4 Recruitment specialists effectivness #5 Cost of recruitment process
  18. 18. Quality of received job applications Matching candidates for teams and managers' expectations. The percentage of new employees who have completed the probationary period The percentage of new employees with positive performance appraisal Rotation among new employees
  19. 19. Job applications sources What are the best sources and the most effective methods of recruitment? Sources effectivness Number of recruitment processes completed internally (including Refferals) Number of new employees hired from own data base Number of recruitment projects completed thanks to recruitment agencies
  20. 20. Recruitment process flow Monitoring the homogeneity of recruitment standards and distribution of responsibilities between recruiters. Number of candidates at each recruitment process Number of job interviews Number of candidates recommended to managers Recruitment process duration (Time to hire) Number of recruitment processes between recruiters, regions and devisions
  21. 21. Recruiters’ effectivness Reliable evaluation of employees allowing proper distribution of bonuses, awards and promotions. Number of successfully completed recruitment processes Average time to respond (getting by candidates) Managers’ satisfaction after recruitment process (NPS) Candidates’ satisfaction after recruitment process (NPS)
  22. 22. Cost of recruitment proces Metrics allows to effectively and consciously allocate the budget (eg. for job postings). Cost of hire by each division and region Cost of employment vs the official employee salary Cost of hire by recruitment method Cost of hire by source of gaining candidates/job applications
  23. 23. How to create exceptional Candidate Experience?
  24. 24. Who’s looking at your code? Well, coders of course. Flickr cleverly hid a “we’re hiring” announcement, delightfully adorned with ASCII art, in the HTML source code of its homepage.
  25. 25. BP Interview Tips The animated video helps candidates prepare for their interviews by coaching them on each step of the application process. https://www.youtube.com/watch? feature=player_embedded&v=AJc tlf87d6s
  26. 26. Bosh Turkey https://www.youtube.com/watch?v=Vkt1LnkLxb4 The "5-minute internship at Bosch" was an event on the Facebook page Bosch Türkiye (more than 100 associates of various Bosch Turkey departments shared their experience of working at Bosch.)
  27. 27. Facebook Facebook created a series of video ads to showcase their company culture, targeting specific types of candidates from engineers to marketers, and from interns to international positions. https://www.facebook.com/video.php?v=745787458801601
  28. 28. Few key tips to keep in mind
  29. 29. #1 Really get to know your candidates. #2 Your employment brand is crucial to attracting candidates — don’t ignore it. #3 Today’s candidates are always on, so think a few steps ahead. #4 Be responsive during the hiring process. #5 Consider your candidates’ experience on mobile. #6 Create a strong talent pipeline. Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA
  30. 30. I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel. Maya Angelou
  31. 31. Marcin Sieńczyk eRecruiter, Business Development Director Marcin.Sienczyk@eRecruiter.pl Skype: marcinsienczyk Twitter:@MarcinSienczyk

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