Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices

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Imagine the group of top candidates you didn’t hire for your last job opening, went out and improved upon their skills, knowledge and experience and re-applied. Then imagine if those very same candidates went out of their way to discourage anyone they could influence, to never consider you as an employer.

The difference between these scenarios?

How you treat the 124 candidates you didn’t hire for each job, compared to the 1 you did hire, can have as much (if not more) of an impact on your firm’s performance downstream. Which practices are merely annoying, and which are critical to improve upon and monitor?

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  • Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices

    1. 1. Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices
    2. 2. Source: CareerXroads Candidate Experience monograph, March, 2011
    3. 3. Why do we even care about people we don’t hire? Candidate Experience Re-apply; Refer; Buy; Convert; Influence Retain; Perform
    4. 4. 2013 May June July August September Oct 138 Registered 122 Completed Round 1 95 Competed Round 2 64 Companies Won 46,600 Candidates Responded 2013 CANDE RESULTS – BY THE NUMBERS  
    5. 5. 2013 CANDE WINNERS
    6. 6. Basic Materials 3% Consumer Goods 12% Financial 11% Governme nt 2% Health Care 16%Industrial Goods 5% Services 30% Technolog y 21% EMPLOYER INDUSTRIES 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% Under 100M $100M - $1B $1B - $3B $3B - $10B Over $10B Declined to State EMPLOYER REVENUE 16.39% 13.11% 4.92% 21.31% 16.39% 19.67% 8.20% EMPLOYEE POPULATION 2013 Candidate Experience Employer Demographics
    7. 7. 2013 Candidate Experience Candidate Demographics 50% 47.8% 0.7% Silent Generation 28.0% Baby Boomer 39.0% Generation X 28.0% Millennial 1.1% Generation Z
    8. 8. Under Armour Interview Prep Genentech Transparency Intel 2-Way Interaction Enterprise Contacts Intuit Feedback Adidas Training Lockheed Martin Pipeline
    9. 9. 0.00% 10.00% 20.00% 30.00% 40.00% 50.00% Under 50 50 - 100 100 - 200 200 or More 2011 Results 2012 Results 2013 Results EMPLOYER APPLICANT MANAGEMENT APPLICANT TO POSITION RATIO 2011 - 2013 85 125 200
    10. 10. CANDIDATE APPLICATION PROCESS How long did it take you to complete the application process? N=(2013) 25,259 (2014) 39,603 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% Less than 15 minutes 16 - 30 minutes 31 - 60 minutes Greater than 60 minutes Intership Hourly Wage A salary entry-level A salary experienced professional A management position A senior leadership position
    11. 11. Pivotal Recruiting Practice Did you get up to bat?
    12. 12. 8 TalentBoard 2014 Copyright © 50% aren’t aware of your ERP Fewer than 1/3 who are aware think ER is important
    13. 13. 100 4 50% 5 .5 X .4 = 20% .02 X .6 = 1.2%vs 14X!
    14. 14. TALENTBOARD 2014 COPYRIGHT © Attracting AFFINITY: (+) for 60% who apply COMMUNICATION: (+) Aligned CONTENT: 80% find Job Descriptions useful (LOL) RESEARCH: 40% ….1-2 hours
    15. 15. DISPOSITION 55.20% 10.00% 3.50% 3.40% 3.80% 18.60% Standard template email was received with very little feedback. Personalized email received from the recruiter/hiring manager, providing general feedback. Phone call received from the recruiter/hiring manager, but little feedback was provided. Phone call received from the recruiter/hiring manager providing general feedback. Phone call received from the recruiter/hiring manager, providing specific feedback and answering my questions. No feedback was provided. Please select the answer that best represent how you were informed you were not selected. N=5,344 18.6%
    16. 16. “How Likely are you to APPLY AGAIN?” “Extremely Likely” 5.7% “Definitely Not” “Extremely Likely” “Definitely Not” 24.7% 62.0% 0.6% TALENTBOARD 2014 COPYRIGHT ©
    17. 17. “How Likely are you to REFER someone in the future?” I would actively encourage others to apply I would actively discourage others from applying I would actively encourage others to apply I would actively discourage others from applying 61.5% 0.5% 5.8% 27.0% TALENTBOARD 2014 COPYRIGHT ©
    18. 18. -20 -10 0 10 20 30 40 50 60 70 80 90 0 10 20 30 40 50 60 70 80 90 IWillRe-Apply I will Refer Others Net CE² Scores There is a [measurable] difference in how candidates are treated
    19. 19. TALENTBOARD 2014 COPYRIGHT © 24 “I…will increase my purchasing power.” 38.8% 30.8% customer “I…will take my Purchasing power somewhere else.” “How Likely are you to change your status as a CUSTOMER?”
    20. 20. 25 “How Likely are you to SHARE with your Inner Circle?” 82.3% 64.3% TalentBoard 2013 Copyright ©
    21. 21. “How Likely are you to SHARE your experience publicly?” 50.5% 32.0%
    22. 22. Build a Business Case Everyone gets up to bat Seek Feedback Set Expectations Walk in their shoes
    23. 23. @GerryCrispin in/GerryCrispin www.theCandEs.org @ElaineOrler in/ElaineOrler www.cande-events.org ERE Discount Code: ERECES14 ($400 discount) Thank you!

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