Candidate Experience in Recruiting

5,544 views

Published on

Presentation from Illinois State SHRM conference on Candidate Experience for talent acquisition leaders and human resource managers as well as hiring managers - A look at how business and consumer technology is changing how we recruit, hire and engage with candidates in the recruiting process.

Find more at www.hrtechblog.com or www.imsosarah.com

Want to improve your candidate experience or technology use in hiring? Contact sarah@hrtechblog.com

Published in: Business, Career
2 Comments
4 Likes
Statistics
Notes
  • Ryder, I completely agree. While there wasn't the ability to show everything I actually talked about that has been something that I include. I have been an advocate and working with both vendors and companies in the video interviewing/screening space since 2006 - we've made a lot of movement in that time, but there is still a lot of discussion on the topic to go!

    I have some research and a paper on the topic releasing soon! I'll upload it here for sure.
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
  • Sarah don't forget on slide three in addition to phone interviewing that HR can also screen their candidates with video interviews as you know.
    I wish I could have heard this presentation in person because I recently wrote a blog post about the recruiting process http://www.ere.net/2012/08/09/6-things-hiring-managers-don%e2%80%99t-get-about-recruiting/comment-page-1/#comment-67193

    I look forward to your future postings!
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total views
5,544
On SlideShare
0
From Embeds
0
Number of Embeds
1,864
Actions
Shares
0
Downloads
91
Comments
2
Likes
4
Embeds 0
No embeds

No notes for slide

Candidate Experience in Recruiting

  1. 1. Candidate Experience Brand. Apply. Engage. Measure. @ImSoSarah #Candes #ILSHRM
  2. 2. Recruiters Screen Resumes. (A lot of Resumes)Recruiters get an average of 100-500 resumes per opening.
  3. 3. HR Interviews Candidates 10-20 over the phone. (After spending 15-20 minutes each just scheduling the call. )Only 3-4 in person.
  4. 4. The Jobs Get Filled. From Talent Technology State of Recruiting 2012 Survey
  5. 5. CandidateExperience?
  6. 6. And during that time...Candidates Just Sit. Wait.
  7. 7. Candidate Experience Brand. Apply. Engage. Measure. Here’s How...
  8. 8. Brand
  9. 9. ApplyIt takes HOW long to apply?
  10. 10. Process Automation Automation in Technology Social a part of life Mobile & Tablet Market Explosion Big Data Mining www.hci.org @ImSoSarahHuman Capital Institute (HCI) @human_capital #Candes #ILSHRM
  11. 11. Just Make it Simple www.hci.orgHuman Capital Institute (HCI) @human_capital
  12. 12. Engage
  13. 13. And during that time...Candidates Just Sit. Wait.
  14. 14. If you can’t measure it - ask if its really worth doing.... Analytics. Always.TEXST www.hci.org Human Capital Institute (HCI) @human_capital
  15. 15. If you can’t measure it - ask if its really worth doing.... www.hci.org Human Capital Institute (HCI) @human_capital
  16. 16. Build Effective Programs byKeeping Three Things in Mind: Sell Simple Analytics
  17. 17. Questions? Twitter: @ImSoSarah Linkedin: www.Linkedin.com/in/ImSoSarah Email: Sarah@HRTechBlog.com www.HRTechBlog.com www.SarahWhiteLLC.com www.thecandidateexperienceawards.com

×