Online Application Process; Help or Hindrance?
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Online Application Process; Help or Hindrance?

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Each company which uses an Online Application Process has to answer the question, “Does our online application create or destroy value for our prospects, internal employees, and talent acquisition ...

Each company which uses an Online Application Process has to answer the question, “Does our online application create or destroy value for our prospects, internal employees, and talent acquisition teams?” How much does each applicant cost you to attract to your application process? How many of them are dropping out along the way? Join Chris Stanzione on a journey of two processes (one good, one bad) and explore opportunities to streamline and enhance the user experience. Chris will explore mobility as a concept rather than simply an application and explore why mobile matters to the average and not-so average user.

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  • Each company which uses an Online Application Process has to answer the question, “Does our online application create or destroy value for our prospects, internal employees, and talent acquisition teams?” How much does each applicant cost you to attract to your application process?  How many of them are dropping out along the way?  Join Chris Stanzione on a journey of two processes (one good, one bad) and explore opportunities to streamline and enhance the user experience.  Chris will explore mobility as a concept rather than simply an application and explore why mobile matters to the average and not-so average user. <br />   <br /> Open: Present the problem <br /> Define the value of the applicant vs/ how much do they cost <br /> Banking example <br /> Value of B2B Client -> Perception <br /> Tale of Two Cities <br /> Bad – Traditional Process Define and <br /> Outline the twelve steps to apply <br /> Good - <br /> What’s different <br /> Mobility as a concept <br /> Are you looking at your applicants as they are looking at you? <br />   <br />   <br /> Open – Intro <br /> Define the value of the applicant vs/ how much do they cost <br /> Cost per hire / Time to Fill are standard metrics what about cost of applicant <br /> Cost per acpplicants = SEO Pay per click, same thing, <br /> Good experience = Increase Klout and revenue for company <br /> Bad experience COULD = loss of revenue and Klout <br /> How much are they worth? <br /> SunTrust <br /> 100,000 applicants per year. 25% could be or are customers. Impact = 25,000 impressions. If each customer is worth $100, impression impact = $2,500,000. Costing or bringing in… <br /> B2B Client – How much are you paying for impressions? SEO Marketing? Pay per click? What is the financial impact of an impression. Monetize it the same way. <br /> ROI <br /> Is this worth investing in in order to ensure your applicants have a good experience <br /> Tale of Two Cities <br /> Good experience vs. Bad Experience <br /> Bad Experiences <br /> AI: Apply to jobs at three companies, small medium and large. Screenshot this process <br /> Good Experience <br /> Create applicant flow that can get you there in under 5 clicks <br /> What’s different? <br /> The way we approach it – Which path will you take? (Image of path in the woods) <br /> Mobility as an Ecosystem <br /> How do you see your customers coming to you – On their computer <br /> How they come to you - Mobile <br /> Then what? <br /> Mobile-> Bookmark-> Try to Apply from phone -> Copy link -> Email it to themselves -> That night apply from home (if they remember) OR they go to apply 48 hours later and the link is gone <br /> Solution? MANY solutions. Yours? Unknown at this point, but every time you look at posting a job, look at it from a mobile device. When you send template emails, look at it from a mobile device <br />
  • Each company which uses an Online Application Process has to answer the question, “Does our online application create or destroy value for our prospects, internal employees, and talent acquisition teams?” How much does each applicant cost you to attract to your application process?  How many of them are dropping out along the way?  Join Chris Stanzione on a journey of two processes (one good, one bad) and explore opportunities to streamline and enhance the user experience.  Chris will explore mobility as a concept rather than simply an application and explore why mobile matters to the average and not-so average user. <br />   <br />
  • Open: Present the problem <br /> Define the value of the applicant vs/ how much do they cost <br /> Banking example <br /> Value of B2B Client -> Perception
  • Quora http://www.quora.com/Retail-Banking/How-much-revenue-does-a-bank-make-per-customer <br />
  • Quora http://www.quora.com/Retail-Banking/How-much-revenue-does-a-bank-make-per-customer <br />
  • Bad – Traditional Process Define and <br /> Outline the twelve steps to apply <br /> Good - <br /> What’s different

Online Application Process; Help or Hindrance? Online Application Process; Help or Hindrance? Presentation Transcript

  • Application Process — Help or Hindrance? Webinar Sponsor
  • Who Am I? Chris Stanzione, MBA, CIR 14 years of Recruiting Experience  Staffing, Consulting, and Corporate  Has helped facilitate over 10,000 hires in 47 states  Atlanta since 2004  Founded Atlanta Recruiters Group in 2008  Currently a Talent Acquisition Business Partner at Cox Automotive  Just found out I am in HR
  • Meet Stephanie Jones • 36 years old • 10 years of professional experience • Wife, Mother of two under six • Forty-five minute commute • Husband travels • PTA, Soccer, Ballet, Baseball • Loves to Facebook and Pinterest • Familiar with your product / services • Most of all… does not have a lot of free time
  • Why would Stephanie want a new job?  Career aspirations  More money  Dead end environment  Lack of support  Work-life balance  Personal Satisfaction
  • So…how does Stephanie get a new job? In her spare time, she surfs job boards, sets an indeed alert and….applies for a job or two How does that work out for her?
  • It’s a waste of time….
  • Your company’s Application Process  What is the purpose of your application process?  Is your process costing you more than the value it produces?  Who might you be missing because of your process?  How much would you pay for a good applicant?  How much is each applicant worth to your company?
  • What is the purpose of your application process?  Attract candidates?  Show applicants the value of your company?  Capture them into a Talent Pool for future prospecting?  Catalog each applicant for tracking and compliance purposes No No No Yes
  • How much is an applicant worth? Case Study – First Regional Bank (name changed)  25,000 employees  1,500 openings at any given time (18,000 per year)  100 applicants (avg.) per posting  1,800,000 applicants per year
  • How much is an applicant worth? Case Study – First Regional Bank (name changed)  Average annual bank revenue per household is $912  100% of applicants could be customers, however, if 10% of them were or are customers, that would mean 180,000 customers per year  180,000 *$912 = $164,160,000 every year in lost or gained revenue
  • How much is an applicant worth? Case Study – Business to Business Company  2,000 employees  200 openings at any given time (2,400 per year)  50 applicants (avg.) per posting  120,000 applicants per year
  • How much is an applicant worth? Case Study – Business to Business Company  120,000 applicants have a network of approximately 100 people (personal, social)  Reach of the company application experience is 12 million people per year  How much would it cost to personally reach 12 Million people per year?  How reliable is the message when it comes from someone from within your network?
  • Your ATS – The Good, Bad and Ugly Good - Process Applications Bad - Cumbersome Ugly - Repel potential applicants and customers
  • The Bad (and Ugly) Process  Most ATS’ attempt to have cleaner interfaces and if designed with user experience in mind, it becomes a more pleasant process  Historical process, compliance, and mis- understanding of the application has led to cumbersome, non-friendly interfaces
  • Click Apply Upload Resume Personal Info Ten years Work Experience All Education Experience Certifications 10+ Addl. Questions Authorization for Background, Credit, Education, DMV, etc. Finished !! Typical ATS Process Flow
  • Click Apply Upload Resume Personal Info Ten years Work Experience All Education Experience Certifications 10+ Addl. Questions Authorization for Background, Credit, Education, DMV, etc. Finished !! Typical ATS Process Flow
  • A better process… Apply Upload Document OR Import LinkedIn Profile OR G+ Profile OR Facebook Profile OR Enter important information Finished !! Next Practice ATS Flow
  • A better process… Apply Upload Document OR Import LinkedIn Profile OR G+ Profile OR Facebook Profile OR Enter important information Finished !! Next Practice ATS Flow
  • But we can’t do that! Maybe…..Maybe Not….. But we need to do SOMETHING different with our application assets because they are either adding value or creating losses within our organizations So how do we begin? Can We?
  • Which is Better?
  • Be Intentional with your Sourcing  Posting Jobs: Volume OR Quality?  Direct Sourcing: With precision and intent OR uploading masses of people to a CRM?  LinkedIn: Quantity OR Quality – InMails?  Networking: Growing your population OR specifically targeting a market  Referrals: Who do you know OR who do you know that is the RockStar that you need?
  • Mobile Access – Is it a fad?
  • Even the Mobile Companies don’t put their Employment Applications on Mobile Enabled Platforms !!
  • Year over Year Mobile Penetration 2012-2013
  • Check your own Career Site…And Others’  Visit your career site from your personal mobile device and a tablet  What do you observe?  Apply for a job  How far did you get?  How did it “feel”  Download the Indeed app  Find your job and apply  How far did you get?  How did it “feel”
  • Mobile is Not a Process, It’s A Platform  Would you only allow Mac Users to apply?  What about only PC Users  Desktop Users vs. Laptop Users?  Mobile users vs. Desktop/Laptop  Millennials will be the first generation to never need to adopt a “traditional” computer  Find ATS Add-Ons for your system until the ATS’ catch up with the technology
  • The Case for Mobile At current Year over Year growth rates of 27%, the United States will reach 90% smartphone penetration by the end of 2015 18 months from Today
  • Recap Remember Stephanie Jones?  As an applicant, she is very valuable  Her application will help define her experience with your company  She will share that experience with others…many others  She may use your product / services more or less; she may even boycott them OR become a Brand Champion  And if she can apply on her iPhone 5s using a resume stored on Dropbox or her LinkedIn profile while at her son’s baseball game…she may become a raving fan… Regardless of whether or not she gets hired
  • Thank You Chris.Stanzione@AutoTraderGroup.comLinkedin.com/in/chrisstanzione @cjstanzione ChrisStanzione.com