• Like
#FIRMday 15th nov 2013  Kirstie Kelly LaunchPad Recruits- Using Recruitment Technology for Candidate Engagement
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

#FIRMday 15th nov 2013 Kirstie Kelly LaunchPad Recruits- Using Recruitment Technology for Candidate Engagement

  • 13,438 views
Published

 

Published in Business , Technology
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
13,438
On SlideShare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
1
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • Yet there are still missed and meaningful opportunities for employers to better understand their processes and the impact they have on candidate experience. Just one-third said they ask candidates for feedback if not advanced to the final evaluation phase. The vast majority (90.5 percent) of candidates said they were not asked to provide any feedback once notified they were no longer being considered.
  • Based on their overall experience, many candidates (43 percent) expressed that they were Likely or Highly Likely to refer a friend to the company to which they applied. Respectively, more than half of the candidates (53 percent) referenced they were Likely or Highly Likely to apply again.
  • This word cloud is a visual representation of the comments candidates shared to describe communications practices during the application process. One third of those surveyed admitted to receiving no response at all to an application. 2)Standard template email was received without any specific details. 30% 3) Phone call received from the recruiter/hiring manager providing little or general feedback 16%. 4) Phone call received from the recruiter/hiring manager, providing specific feedback and answering my questions. 17%Were you invited to provide feedback on the APPLICATION process after you applied? Question 4Positive note – it is looking better etc
  • Using video interviewing to re-engineer their recruiting approach Selfridges are nimble. In store development often requires the recruitment team to run impactful and fast moving campaigns in order to react to hiring needs. As a result, they’re always looking for ways to improve the process, but also to provide their candidates with a great experience. Long before they’ve even begun their role. That’s why they chose to implement recorded video interviewing. Their aim was clear. Improve the process – reduce the time required to bring candidates to assessment – and make better hiring decisions along the way. And here are the facts of where they gained real benefit... Overall results 2700 candidates applied for role for Selfridges’ new ‘Denim’ department 46 offers were made 1.7% success rate using video interviewing Previous campaigns using telephone screening have shown a 0.9% success rate Assessment success Offer rate for candidates invited to assessment:  Before LaunchPad 10% conversionAfter LaunchPad 47% conversionCandidate feedback (we survey all candidates who use LaunchPad)​“This really was a quick and easy way of completing my interview”...​"I found it really motivating and it showed the company cares about everyone who applies"​

Transcript

  • 1. Using technology innovation can support your candidate engagement agenda… Really…..?
  • 2. This session…. Who am I and where I’m from? What are our customers challenges? What’s the reality? Is this a wider issue? How do you do it? Who does it well? What’s the benefit…
  • 3. Who am I...
  • 4. Kirstie Kelly - Director Over 15 years experience recruitment, hospitality, technology, brand and communication
  • 5. What we do…
  • 6. Find the best-fit candidates Video helps you identify… the hidden gems
  • 7. Make the right short-listing decisions, quickly …by providing the tools for structured, consistent and auditable assessment.
  • 8. How LaunchPad’s video interviewing works It’s not like Skype… Our 4 simple steps make video interviewing effective and easy: 01 02 03 04 Set the questions Invite candidates Review response Collaborate
  • 9. Challenging times...
  • 10. What are the challenges our customers face?
  • 11. How do they ‘connect’ with candidates...
  • 12. How do they provide an exceptional experience for ALL candidates?
  • 13. How to balance attraction with selection…
  • 14. How do they compel candidates to make the right decision to join their brand?
  • 15. How do they keep candidates engaged throughout the hiring process?
  • 16. What’s the reality?
  • 17. Candidate Experience Awards 2013 How do you rate your overall experience with the company you‟ve applied to? Negative Experience - Black Hole Effect 0–3 0, 8 % 2, 4 % 16% 1, 4 % Neutral Experience Neither Negative nor Positive 4–7 7, 9 % 6, 6 % 3, 4 % 4, 5 % 50% 5, 26 % Positive Experience - Awe Inspiring 8 – 10 10, 1 1% 33% 9, 9 % 8, 12 %
  • 18. Candidate Experience Awards 2013 The majority of candidates (53 percent) claim some relationship at the outset. 47% I had no relationship with the company 21.1% I was/am a customer of the company 16.8% I have Friends/ Family w/the Company 9.1% I follow the company 6.0% I am an advocate for the company
  • 19. Candidate Experience Awards 2013 Communication with Candidates who are Not Selected 42.8% Neutral 2.9% Negative 48.5% Positive 28.5% Positive Employers rated the company’s ability to communicate with UNQUALIFIED candidates. 8.6% Negative 28.4% Neutral Employers rated the company’s ability to communicate with QUALIFIED candidates that have not been selected for an interview. 43.6% Negative 38.5% Neutral 18% Positive Candidates rated the quality of the communication provided after NOT being selected.
  • 20. Candidate Experience Awards 2013 Relationship After Applying
  • 21. How likely are you to share your experience: Positive or Negative?
  • 22. Candidate Experience Awards 2013 What candidates say they want? Be honest & transparent Why do I want to be in your community? Treat me with respect Can I please get some feedback? Remove the long winded application process 24
  • 23. Candidate Experience Awards 2013 One third of those surveyed said they received no response at all to an application Only 16% received phone calls from the recruiter/hiring manager providing little or general feedback 30% received a standard template email without any specific details 17% received phone calls from the recruiter/hiring manager, providing specific feedback and answering any questions
  • 24. Candidate Experience Awards 2013 Over 30% of candidates said they didn‟t receive any feedback at all from their application and seemed to fall into the black hole
  • 25. How technology is enabling candidate engagement
  • 26. Explosion of video interview technology for convenience & cost savings Mobile Job Apps, Geographic conditions driving change Mobile SLOW Video RAPID Social Media Intelligent use of social media to drive referrals and segmented employment brand messages ‘apps’ empowering ATS Simulation “Virtual Job try-outs” and more interactive, practical candidate assessments” Gamification technology coming of age to deliver a more engaging and relevant experience Courtesy of
  • 27. Overall results 2700 candidates applied for role for Selfridges‟ new „Denim‟ department 46 offers were made 1.7% success rate using video interviewing Previous campaigns using telephone screening have shown a 0.9% success rate Assessment success Offer rate for candidates invited to assessment: Before LaunchPad 10% conversion After LaunchPad 47% conversion Candidate feedback (we survey all candidates who use LaunchPad) ​ “This really was a quick and easy way of completing my interview”... ​"I found it really motivating and it showed the company cares about everyone who applies"​
  • 28. The world expects to be mobile…
  • 29. Growing Trends… Reinvesting cost savings from direct hiring into Candidate Concierge & Talent Adviser services Even greater emphasis and appreciation of the value of Alumni & Employee Referral Programmes Candidate Satisfaction Surveys RPO Contracts Mystery Applicant Candidate Satisfaction embedded in Recruiter KPIs (and hiring managers?)
  • 30. How do you balance their skills between that of a recruiter and marketeer
  • 31. 1. Awareness / Introduction to the company 2. Campaign specific / Entry points 3. Making an application 4. Assessment and selection Multiple chances to engage and connect with candidates Stages of engagement 8. Exit communications 7. On-going communications 6. First 90 days 5. From job offer to first day
  • 32. Here‟s why it works...
  • 33. Leave candidates feeling positively about the company. Give candidates an opportunity to stand out from the crowd.
  • 34. Selection processes should leave candidates feeling positively about the company.
  • 35. Kirstie Kelly Office: 0207 183 0418 Mobile: 07787 130512 Email: kirstie@launchpadrecruits.com Website: launchpadrecruits.com