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1. The Candidate Experience ‘ Engage Them or Enrage Them’: It’s Your Choice

2. WHAT? WHO? HOW?

3. Are ALL Candidates Equal?

4. Are ALL Candidates Equal?

6. Are ALL Candidates Equal?

7. Are ALL Candidates Equal?

8. Two-and-a-half year paid training program

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

10. 2007 2006 2005 2003 2004 2008 2009 36% 38% 32% 34% 28% 39% 51%

12. Source: SHRM Staffing Research: The Employer Brand, April 2008 Core Values Excel Innovate Community

13. “ The meaning that attaches to the emotions and subsequent actions of your candidate.” Exploring The Candidate’s Experience Define The Candidate Experience For what purpose?

14. 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

15. James Knee Cricket Woodstown, NJ 08098 732-821-6652 [email_address]

16. Source: CareerXroads June, 2010 Yes, Often Yes, Periodically Yes, Once or Twice Never (1) (2) (3) … SURVEYED FINALISTS. (1) … conducted FOCUS GROUPS of NEW HIRES. (2) … checked your Online JOB POSTINGS. (3) 40.7% 31.0% 13.3% Have You Ever …

17. Source: CareerXroads June, 2010 … had Recruiters APPLY for their own positions. (1) … had Recruiting Leaders APPLY under an assumed Name. (2) … had Recruiting Leaders SIT IN to observe recruiter interviews. (3) … had Recruiting Leaders SIT IN to observe Hiring Managers. (4) Yes, Often Yes, Periodically Yes, Once or Twice Never (1) (2) (3) (4) Have You Ever … 48.3% 55.2% 37.9% 58.6%

18. (1) (2) Source: CareerXroads June, 2010 Yes, Often Yes, Periodically Yes, Once or Twice Never … Arranged For Real MYSTERY SHOPPERS to WALK-IN, fill out applications, etc. (1) … Hiring Managers to APPLY to their own openings (2) Have You Ever … 93.1% 93.1%

20. Bench-mark Your Competitors & Best-in-class Customize Content/Script To Your Target Audience(s) Integrate Your Communication Platforms Bring Recruiters Out Of the Dark Demonstrate A Sense Of Urgency Anticipate Candidate Questions and Answer Them Detail Your Community Involvement Tie In Self -Assessment Offer Alternatives To Applying Respect Your Candidates - Acknowledge Interest - Promise Closure - Provide Next Steps - Guarantee Privacy & Data Protection - Communicate Closure - Deliver on Status, Feedback and Guidance

21. Military Customize Content to Your Target Audience(s) 15-20%

22. OFCCP: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf Disability Customize Content to Your Target Audience(s) <3%

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

24. Integrate Your Communication Platforms Enterprise wide, single-purpose hardware and software communications app

25. Integrate Your Communication Platforms

26. 91% of Americans“ have a mobile wireless subscription (What can you, your recruiters, your clients and jobseekers do with these?) Integrate Your Communication Platforms

27. Integrate Your Communication Platforms

28. Integrate Your Communication Platforms

29. Integrate Your Communication Platforms

30. 54.9% No Are Employees Blocked From Social Media? Facebook Linkedin Twitter Myspace Other 36.6% 14.1% 29.6% 38.0% 38.0% Align Your Communication Platforms

31. Bring Recruiters Out Of The Dark

32. Bring Recruiters Out Of The Dark

33. Bring Recruiters Out Of The Dark

34. Demonstrate a Sense of Urgency

35. Demonstrate a Sense of Urgency

36. Anticipate Candidate Questions and Answer Them Why?

37. Anticipate Candidate Questions and Answer Them Why?

38. Anticipate Candidate Questions and Answer Them What is the job like?

39. Anticipate Candidate Questions and Answer Them What is the job like?

40. Anticipate Candidate Questions and Answer Them What are the next steps?

41. Anticipate Candidate Questions and Answer Them How far can I go?

42. Anticipate Candidate Questions and Answer Them 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? What does the Career Map of someone in this position look like?

43. Anticipate Candidate Questions and Answer Them

44. Detail Your Community Involvement

45. Tie In Self-Assessments Tie In Self-Assessments

46. Offer Alternatives To Applying Newsletters Blogs Microblogs

47. Jobcasts Webinars Chat Offer Alternatives To Applying

48. Alumni/Affinity/Employee Referral Networks Offer Alternatives To Applying

49. Online Courses Virtual Job Fairs Offer Alternatives To Applying

50. Job Shadowing Speakers Bureau Offer Alternatives To Applying

52. Respect Your Candidates

53. Respect Your Candidates 84% Acknowledged Jack when he Applied 26% Informed Jack when he was NOT selected

54. Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply Respect Your Candidates

55. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback Respect Your Candidates

56. YES NO Source: CareerXroads June, 2010 Can Your Candidates Communicate, Complain or Obtain Status… 43.5% 56.5% 60.4% 57.8% 45.5% 42.2% 39.6% 54.5% … Monitored Mailbox … Customer Relations … ATS for STATUS … RECRUITERS

57. Final thought If an exact duplicate of your very best employee was researching you and considering whether to apply right now, what would happen? Can you afford not to know?

58. Good Hunting! Explore our Website ; Register for our Newsletter ; Follow us on Twitter ; Read our Blog ; Link to us on Linkedin Gerry Crispin, sphr Co-Founder. Principal & Chief Navigator CareerXroads www. CareerXroads.com, [email_address] 732-821-6652 www.linkedin.com/in/gerrycrispin THINK