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2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
2013 Candidate Experience - Lessons Learned
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2013 Candidate Experience - Lessons Learned

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Observations about the data we acquired in 2012 from the Candidate Experience Awards. see www.thecandes.org for whitepaper

Observations about the data we acquired in 2012 from the Candidate Experience Awards. see www.thecandes.org for whitepaper

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  • Mellissa Mounce at PNC Bank- keep asking why is it that way. Voice of the customer versus voice of every stakeholder
  • But only 1 in 5 of the yeses do it at the application the rest do it much later
  • ¼ surveyed before they were rejected
  • Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever
  • 21.5% 40.5% 38%
  • Link to check status 9.3 do not reply 49%, 26.2rec email%, 7.9reccall, 3.4- HMcall, 11.0%-HMemail other-9.3 nothing- 6.2%
  • 25.6%-unlikely 48.4% 26%
  • Transcript

    • 1. 2013 - Candidate Experience - 2013  
    • 2. C U R R E N T   S T A F F I N G   M O D E L Inspiration Definition 6 Lessons Learned
    • 3.   17,500 17,500 es attes Candid a e Candid t e Comple t Comple y Su ve Surrvey
    • 4. 2012 North American Winners!
    • 5. Definitions are Important:  What is a ‘Candidate’? A.Everyone who can possibly do the job.B. Everyone who expresses interest in a specific opportunity. C. Every qualified applicant. D. The ‘Finalists’ we bring in to interview & select. E. All of the above.
    • 6. Definitions are Important:  What is a ‘Candidate’? B.
    • 7. Definitions are Important: What is the Candidate Experience? … the attitudes and opinions that people form while seeking to work for your firm… … regarding your recruiting process; the stakeholders in the process; the work itself; your company as a place to work… … the subsequent actions of the candidates and their impact on the performance of your company. Source: CareerXroads Candidate Experience monograph, March, 2011
    • 8. Definitions are Important: What is the Candidate Experience?
    • 9. Lesson # 1 – “Know My Value” company performance Sales Retentionompensation Hire Conversion Rate Candidate Quality new hire time to perform
    • 10. Lesson # 2 – “Walk in My Shoes” ol e c kh Bla Source and apologies: Non Sequitur, Wiley Miller 8/28/10
    • 11. How many steps in your hiring process… …from the candidates point of view? 53% of recruiters haveapplied to their own jobs. Source: CareerXroads survey, 2011 BUT ONLY 7% of Employers… have EVER attempted to ‘MYSTERY-SHOP’ Their entire recruiting process Source: CareerXroads Colloquium survey, 2011http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
    • 12. Lesson # 3 – “Hear Me Now”
    • 13. Do you listen to candidates when they APPLY? Employers said, 9.1% of the Candidates said they were asked, “Yes” 40.3% “…before beginning the“No” application would you be willing to provide feedback immediately59.7% after completing the application?” Source: theCandEs.org, 2012
    • 14. Do you listen to finalists?Employers said, 12.8% of “No” (College) Finalists Agreed 63.3% (20% for ALL) “Yes” 36.7% Source: theCandEs.org, 2012
    • 15. Lesson # 4 – “Speak Clearly”
    • 16. Align communication methods to your audience
    • 17. Candidates (Online)
    • 18. Candidates (Traditional)
    • 19. Source: mobile recruiting camp presentation, Chris Hoyt, Pepsico, Fall, 2011
    • 20. How Mobile-enabled are you? ...navigate to your firm’s m.enabled Career Site & search for new jobs? 19.4% ...TEXT, call or chat with 36% recruiters? ...APPLY for a job with a...CHECK their previously saved profile?resume STATUS? 3.2% 32% Source: CareerXroads survey, Fall, 2011
    • 21. Lesson # 5 – “Answer Truthfully”How frequently does this position come open?What is the profile of the last personto compete successfully for this position?What happened to the previous incumbent?
    • 22. ns. stio Que ith ave dy w . u h re aYo re ers e’ W est a nsw hon
    • 23. Lesson # 6 – “Deliver What You Promise”
    • 24. You must make a promise……before you can deliver on it…our online application can be completedin less than two minutes. …all candidates…reviewed and communicated…1-20 days.
    • 25. How do you rate your company’s abilityto communicate with UNQUALIFIED candidates? 43.7% 45.9% 10.4%
    • 26. How do you rate your company’s abilityto communicate with QUALIFIED candidates That are NOT SELECTED as finalists? 43.7% 37.5% 8.3%
    • 27. How do you rate how you were treatedWhen you were NOT SELECTED by [Company Name]? 17.9% 38.5% 43.6%
    • 28. How do you treat unqualified candidates? Source: theCandEs.org, 2012Required – 30.0% Not Required - 21.7%…w/ feedback – 6.7% Nothing – 10% Other – 31.6% “automated message” 35
    • 29. How [10,000] candidates said they were rejected: Source: theCandEs.org 2012 48.7% ail d em ’ m ate eply A uto not R o ‘D r ite cru ail Re em tus r ite ll of e sta cru e ca r e on bov ec k e n gr r the N a Ch R o g M lll Mg O the ph g irin e ca irin ail H on H em p h
    • 30. How likely are you to change (+ or-) as a CUSTOMER of [Company Name]? Unlikely to Likely change to change 46.3% 28.8% 24.9%
    • 31. How likely are you to REFER someone to [Company Name]? 50.6% 31.7% 17.7%
    • 32. How likely are you to REFER someone to [Company Name]? M X B M X B M X B 50.6% 31.7% 17.7%There are differences between (M) Millennials and (B) Boomers
    • 33. CURRENT STAFFING MODEL #1 – “Know My Value” #2 – “Walk in My Shoes” #3 – “Hear Me Now” #4 – “Speak Clearly” #5 – “Answer Truthfully” #6 – “Deliver What You Promise”
    • 34. mmc@careerxroads.com 732-821-6652 Good Hunting!

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