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.
Definitions are Important: What is a ‘Candidate’? B.
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
Definitions are Important: What is the Candidate Experience?
Lesson # 1 – “Know My Value” company performance Sales Retentionompensation Hire Conversion Rate Candidate Quality new hire time to perform
Lesson # 2 – “Walk in My Shoes” ol e c kh Bla Source and apologies: Non Sequitur, Wiley Miller 8/28/10
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
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
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
Source: mobile recruiting camp presentation, Chris Hoyt, Pepsico, Fall, 2011
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
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?
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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.
How do you rate your company’s abilityto communicate with UNQUALIFIED candidates? 43.7% 45.9% 10.4%
How do you rate your company’s abilityto communicate with QUALIFIED candidates That are NOT SELECTED as finalists? 43.7% 37.5% 8.3%
How do you rate how you were treatedWhen you were NOT SELECTED by [Company Name]? 17.9% 38.5% 43.6%
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
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
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%
How likely are you to REFER someone to [Company Name]? 50.6% 31.7% 17.7%
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
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”
email@example.com 732-821-6652 Good Hunting!