This document discusses improving the candidate experience. It emphasizes that candidates experience should be defined by candidates, not by how recruiters design the process. It provides tips for recruiters to better welcome, engage, inform, and respect candidates. This includes customizing communication to candidate preferences, answering questions proactively, offering ways to stay engaged, acknowledging interest, and providing feedback. The document advocates surveying candidates for feedback to evaluate and enhance the candidate experience.

1. 1
Great Candidate
Experience
Starts with Great
Recruiters
Gerry Crispin, sphr

3. WHAT?
WHO?
HOW?
WHY?

4. 4

5. 5

6. Behavioral Interviews (55%)
Interviews with behaviorally anchored rating scales (24%)
Scorable job applications (14%)
Biodata Questionnaires (12%)
Aptitude testing (26%)
Skills testing (40%)
Personality/ Workstyle Profiling (34%)
Simulations (11%)
Source: SHRM Candidate Evaluation Methods, Murphy – Selection Assessment guide, Pulokos

7. 7

8. Source and apologies: Non Sequitur, Wiley Miller 8/28/10

10. Are ALL Candidates Equal?

11. Are ALL Candidates Equal?

12. Are ALL Candidates Equal?

13. College
3rd Party
Military
Non-US
Intern
Referral

15. 15
Exploring The Candidate’s ExperienceDefine The Candidate Experience
Candidate Experience
is what THEY say it is,
not how you think you’ve designed it.

16. 2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
Administrative Assistant
2007 – Morris (M.R.) Goodbar
MBA Graduate
2008 – James (Jim) Knee Cricket
Sales
2009 – William B. Baggins
Accounting
2010 – Jack Coostow
Environmental Technician

18. • You Treat Me As A Partner In This Process.
• I Discovered People Like Me Who Are Valued Members of You
Company.
• I Found a Reason Why I Would Come and Stay (and work my
off).
• You Offered Me Evidence That You Are Telling the Truth.
Welcome
Engage
Inform
Respect

19. Best-in-class recruiters
...Welcome Targeted Candidates
…Align Communication To Candidate Preferences
…Step Out Of the Dark
…Demonstrate A Sense Of Urgency
…Answer Relevant Questions Before They Are Asked
…Offer Alternatives To Stay in Touch
…Demonstrate Respect.
Specifically:
- Acknowledge Interest
- Promise Closure
- Provide Next Steps
- Guarantee Privacy & Data Protection
- Communicate Closure
- Deliver on Status, Feedback and Guidance

20. l?
53%
College
...Welcome Targeted Candidates

21. l?
Military
15%
...Welcome Targeted Candidates

22. 3%
Disability
...Welcome Targeted Candidates

23. 23
Customize Navigation To Your Target Audience(s)Customize Content to Your Target Audience(s)

24. …Align Communication To Candidate Preferences

25. …Align Communication To Candidate Preferences

26. Video
sharing
YouTube
Major
Job
boardsNewsletter
Facebook
Linkedin
Career Site
Company
Microblog
Email
signature
linksConf./Campaign
Landing Page
Company
Career
Blog
Alumni
Networks
Mobile
Career
Site
Webinar/podcast
Linkedin
Groups
SEM/SEO
Niche Job
Boards
…Align Communication To Candidate Preferences

27. 91% of Americans“ have a mobile wireless subscription
(What can you, your recruiters, your clients
and jobseekers do with these?)
…Align Communication To Candidate Preferences

28. ...TEXT, call or
chat with
recruiters
...NAVIGATE your firm’s
m.enabled Career Site
& search for new jobs .
...CHECK their
resume STATUS.
Can Your Candidates use their mobile phones to…
...APPLY for a job with a
previously saved profile
40%
7.8%
15.7%
14.7%
…Align Communication To Candidate Preferences

29. …Align Communication To Candidate Preferences

30. …Align Communication To Candidate Preferences

31. …Step Out Of The Dark

32. …Step Out Of The Dark

33. …Step Out Of The Dark

34. …Step Out Of The Dark

35. …Demonstrate a Sense of Urgency

36. …Demonstrate a Sense of Urgency

37. Why?
…Answer Relevant Questions Before They Are Asked

38. What is the job like?
…Answer Relevant Questions Before They Are Asked

39. What are the next steps?
…Answer Relevant Questions Before They Are Asked

40. How far can I go?
…Answer Relevant Questions Before They Are Asked

41. Do you share my values?
…Answer Relevant Questions Before They Are Asked

42. How frequently does this position come open?
How many people typically apply for this position?
Where are successful candidates sourced from?
What is the profile of the last person to compete successfully for
this position?
How long until it typically is filled?
What happened to the previous incumbent?
What [range] are you willing to pay?
How competitive am I?
…Answer Relevant Questions Before They Are Asked

43. …Answer Relevant Questions Before They Are Asked

44. …Offer Alternatives To Stay in Touch
Newsletters
Blogs
Microblogs

45. Jobcasts
Webinars
Chat
…Offer Alternatives To Stay in Touch

46. -Acknowledge Interest
-Promise Closure
- Provide Next Steps
- Guarantee Privacy & Data Protection
- Communicate Closure
- Deliver on Status, Feedback and Guidance
…Demonstrate Respect

47. 47
…Demonstrate Respect

48. 84% Acknowledged Jack
when he Applied
26% Informed Jack when he
was NOT selected
…Demonstrate Respect

49. Standard (35)
- Thank you for your interest.
- If we select you we will be in touch
- Do not reply
…Demonstrate Respect

50. Thank you
(be specific)
Brand
(again and again)
Create
Expectations
Promise closure
Manage feedback
…Demonstrate Respect

51. If the candidate experience is important…
….ask them

52. Source: CareerXroads June, 2010
59.3%…CONDUCT FOCUS GROUPS
of NEW HIRES.
69%…SURVEY FINALISTS.
86.7%…CHECK ONLINE
JOB POSTINGS.
ONLY 5%…HAVE EVER SURVEYED A
SAMPLE OF ALL CANDIDATES

53. Source: CareerXroads June, 2010
62.1% (STAFF. LEADERS)
OBSERVE RECRUITER
INTERVIEWS
42.4% (STAFF. LEADERS)
OBSERVE HIRING
MANAGERS.
52.7% (RECRUITERS)
HAVE APPLIED TO THEIR
OWN JOBS
ONLY 7%…HAVE EVER
ATTEMPTED TO
MYSTERYSHOP

54. Final thought
If an exact duplicate of
your very best employee
was researching you and
considering whether to
apply right now,
what would happen?

55. Gerry Crispin, sphr
Co-Founder. Principal & Chief Navigator
CareerXroads
www. CareerXroads.com,
mmc@careerxroads.com
732-821-6652
www.linkedin.com/in/gerrycrispin
THINK
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