Candidat e Experience - 2012
Trends - 2012     Scarcity    Learning    Pipelines  Communication   Engagement
2011- 100s- 58- 33- 24- 11,500
2003 - Vinnie Boombotz                                        Credit and Collections Supervisor                           ...
“Never in history have we been more in need of               quality candidates   from the board level to the shop floor…....
Figure 41997 Sources of Hire 28.7% - Newspaper ads 19.7% - Employee Referrals 10.4% - Agency (Contingent)  8.7% - Contract...
Figure 11          Q: What impact           does Social           Media have?             (Linkedin)Source: CareerXroads S...
Figure 2                36%    38%    32%   34%    28%    39%    51%    50%    41%Source:CareerXroads,2/2012              ...
95%
Recruiters say their            mobile phones are…                               22% ...able to tweet                     ...
Candidates use their mobile phones to…                                    ...navigate to your                             ...
Source: thecandidateexperienceawards.org, 2011
Definitions are Important: What is a Candidate?
Contrast This:                     Contrast this…“I received my job offer in writing after my Summerinternship and accepte...
With This:                              …with this.-Recruiting passes the candidate to the Hiring Mgr- Candidate is assign...
Bottom Line….engagement leads toGuess which one likely produced this resultperformance“I graduated last Friday.Started wor...
Rule #1 – “Walk in My Shoes”                      e                k hol            c      BlaSource and apologies: Non Se...
Rule #1 – “Walk in My Shoes”          52.7% of Recruiters...             HAVE APPLIED          TO THEIR OWN JOBS          ...
Rule #2 – “Hear Me Now”
Do you ask ALL Candidates to give you           feedback about your APPLICATION Process?                 55 employers said...
Rule #2 – “Hear Me Now”
Do you survey ALL FINALISTS                                 for their feedback?                             Employers said...
Rule #3 – “Speak Clearly”
Rule #3 – “Speak Clearly”
Rule #3 – “Speak Clearly”
Rule #4 – “Answer Truthfully”
Rule #4 – “Answer Truthfully”
Rule #4 – “Answer Truthfully”
Rule #4 – “Answer Truthfully”
Rule #4 – “Answer Truthfully”
Rule #5 – “Deliver What You Promise”
Rule #5 – “Deliver What You Promise”         …our online application can be completed in less than two minutes.           ...
Rule #5 – “Deliver What You Promise”           From the Offer to the Seat,          It’s the ‘Lack of Love Tour’          ...
Rule #5 – “Deliver What You Promise”           From the Offer to the Seat,          It’s the ‘Lack of Love Tour’          ...
Rule #5 – “Deliver What You Promise”           From the Offer to the Seat,          It’s the ‘Lack of Love Tour’          ...
ZapposHi Charles,Thank you so much for giving us the opportunity to consider you for ourMerchandise Planning Analyst posit...
Rule #5 – “Deliver What You Promise”                               Thank you                               (be specific)  ...
Candidat e Rules - 2012
Mark     Gerry   Mehler   Crispin  CareerXroadsmmc@careerxroads.com   732-821-6652                       Good Hunting!
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
2012 trends infosys
Upcoming SlideShare
Loading in …5
×

2012 trends infosys

1,353 views
1,234 views

Published on

Published in: Technology, Business
1 Comment
2 Likes
Statistics
Notes
No Downloads
Views
Total views
1,353
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
14
Comments
1
Likes
2
Embeds 0
No embeds

No notes for slide
  • 20% not employee but other referrals
  • Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever
  • Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever
  • Mellissa Mounce at PNC Bank- keep asking why is it that way. Voice of the customer versus voice of every stakeholder
  • 2012 trends infosys

    1. 1. Candidat e Experience - 2012
    2. 2. Trends - 2012 Scarcity Learning Pipelines Communication Engagement
    3. 3. 2011- 100s- 58- 33- 24- 11,500
    4. 4. 2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recruiting Team Leader 2010 – Jack Coostow Environmental Technician 2006 – Ted E. Baer Administrative Assistant2011 – Chris Kringle 2007 – Morris (M.R.) GoodbarSecurity Systems Programmer MBA Graduate 2008 – James (Jim) Knee Cricket2012 – Charles Brown SalesMarketing Assistant 2009 – William B. Baggins Accounting
    5. 5. “Never in history have we been more in need of quality candidates from the board level to the shop floor…. …but the problem is that too often we want to hire people someone else has trained.” Frederick W. Taylor Principles of Scientific Management, 1911
    6. 6. Figure 41997 Sources of Hire 28.7% - Newspaper ads 19.7% - Employee Referrals 10.4% - Agency (Contingent) 8.7% - Contract Recruiters 8.3% - Job Fairs 5.0 % - Other advertising 4.6% - Image advertising 4.2% - Trade journals 2.9% - College 2.9% - Resume services 2.1% - Agency (Search) 2.1% - Internet 1.5% - Radio
    7. 7. Figure 11 Q: What impact does Social Media have? (Linkedin)Source: CareerXroads SOH, 2/2012
    8. 8. Figure 2 36% 38% 32% 34% 28% 39% 51% 50% 41%Source:CareerXroads,2/2012 2003 2004 200 2006 2007 2008 2009 2010 2011
    9. 9. 95%
    10. 10. Recruiters say their mobile phones are… 22% ...able to tweet their jobs.13%...able to search their ATS
    11. 11. Candidates use their mobile phones to… ...navigate to your firm’s m.enabled Career 36% Site...TEXT, call 19.4% & search for newor chat with jobs?recruiters?...CHECK theirresume STATUS? 3.2% ...APPLY for a job with a 32% previously saved profile?
    12. 12. Source: thecandidateexperienceawards.org, 2011
    13. 13. Definitions are Important: What is a Candidate?
    14. 14. Contrast This: Contrast this…“I received my job offer in writing after my Summerinternship and accepted immediately.”“The Recruiter who hired me does not respond to mytext messages, emails or phone calls. Does XXXXXXstill want me?”(Tweeted to over 500 friends on Facebook)
    15. 15. With This: …with this.-Recruiting passes the candidate to the Hiring Mgr- Candidate is assigned a Mentor.- Candidate option includes a return visit… bring anyone they wish.-Mentor invites mentee home for lunch.-Realtor shows Apartments/Homes.-Saturday dinner with department heads.-Candidate given agreed time to accept.(A Fortune 500 Consumer Product Company’s On-boarding practices…for entry level)
    16. 16. Bottom Line….engagement leads toGuess which one likely produced this resultperformance“I graduated last Friday.Started work with xxxxx on Monday in NYC.Tuesday I worked a 13 hour day.Tomorrow I have to get up at 5 AM to do itagain.No one told me….Work Sucks.”
    17. 17. Rule #1 – “Walk in My Shoes” e k hol c BlaSource and apologies: Non Sequitur, Wiley Miller 8/28/10
    18. 18. Rule #1 – “Walk in My Shoes” 52.7% of Recruiters... HAVE APPLIED TO THEIR OWN JOBS Source: CareerXroads survey, 2011 BUT ONLY 7% of Employers… have EVER attempted to ‘MYSTERY-SHOP’ their recruiting process Source: CareerXroads Colloquium survey, 2011http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
    19. 19. Rule #2 – “Hear Me Now”
    20. 20. Do you ask ALL Candidates to give you feedback about your APPLICATION Process? 55 employers said 7.9 % of 6,652 candidates said “I was asked before beginning the application if I No 46.3% would be willing to provide feedback immediately after completing the application”. 46.3% No, (Some Not ALL). 7.3% 2.4% Yes Even those who abandonSource: thecandidateexperienceawards.org, 2011 the application
    21. 21. Rule #2 – “Hear Me Now”
    22. 22. Do you survey ALL FINALISTS for their feedback? Employers said 68% of 2,162 Finalists Yes, after… said Yes, before… 22.0% “No” 7.3% No, but… 19.5% 51.2%NoSource: thecandidateexperienceawards.org, 2011
    23. 23. Rule #3 – “Speak Clearly”
    24. 24. Rule #3 – “Speak Clearly”
    25. 25. Rule #3 – “Speak Clearly”
    26. 26. Rule #4 – “Answer Truthfully”
    27. 27. Rule #4 – “Answer Truthfully”
    28. 28. Rule #4 – “Answer Truthfully”
    29. 29. Rule #4 – “Answer Truthfully”
    30. 30. Rule #4 – “Answer Truthfully”
    31. 31. Rule #5 – “Deliver What You Promise”
    32. 32. Rule #5 – “Deliver What You Promise” …our online application can be completed in less than two minutes. …all candidates…reviewed and communicated…1-20 days.
    33. 33. Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ Only 28 companies told Charles Brown he did not get the job or was not qualified. CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    34. 34. Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ 7 companies gave Charles a reference # that no one will ever remember CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    35. 35. Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ WLGrace,USAA, Zappos etc. allowed Charles to check his Status – Best Practice CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    36. 36. ZapposHi Charles,Thank you so much for giving us the opportunity to consider you for ourMerchandise Planning Analyst position at Zappos.com, Inc. or its affiliates.I wish I had better news for you, but after reviewing your background andexperience against the position requirements, we just felt that there wasnt a strongenough match.I really appreciate the time you took to apply and know how time consuming andstressful a job search can be.Please know that we will definitely keep your information on file for future potentialmatches and wish you the best in the meantime.Respectfully,The Zappos Family Recruiting Team
    37. 37. Rule #5 – “Deliver What You Promise” Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback
    38. 38. Candidat e Rules - 2012
    39. 39. Mark Gerry Mehler Crispin CareerXroadsmmc@careerxroads.com 732-821-6652 Good Hunting!

    ×