The Candidate Is Always Right - CLE/Knowledge Infusion Presentation (Feb 2009)

  • 1,434 views
Uploaded on

 

More in: Career , Business , Technology
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
  • Thanks Slide share for providing ppt...
    Also thanks to Jason for sharing such valuable knowledge
    Are you sure you want to
    Your message goes here
    Be the first to like this
No Downloads

Views

Total Views
1,434
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
0
Comments
1
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • <number>
  • <number>

Transcript

  • 1. The ‘Candidate’ is Always Right February 24, 2009 Elaine Orler VP, Talent Acquisition Management
  • 2. About Knowledge Infusion Founded in 2004 by Jason Averbook and Heidi Spirgi Global Company Leader in HCM and talent management consulting and advisory services Total Employees Approximately 35, Across North America Headquarters & Offices Minneapolis, MN; Offices throughout US Target Markets Fortune 2000, Mid-market, Public Sector Number of Customers Over 170 Areas of Expertise HCM and talent management, portals and self-service, performance, succession, recruitment, learning & development, talent/workforce planning, analytics, collaborative technologies Nordstrom, MetLife, Yahoo!, Turner Broadcasting, Intuit, Notable Customers Safeway, Luxottica, Health Net, AAA, Target, US Postal 2 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 3. Strategic Advisors Throughout Your Journey 3 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 4. The Customer is Always Right Customer: *on the phone* “I know you aren’t tech support, but I have an easy question.” Me: “Ok…” Customer: “How do you make the @ symbol…you know, for the email?” Me: “You hold the shift key and press 2.” Customer: “Won’t that just make a capital 2?” •Notalwaysright.com 4 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 5. Agenda • Defining the Candidate Experience • Yesterday, Today and Tomorrow • Social Media Revolution • Maximizing the shift to collaboration for improved recruiting • “Edge” recruiting technology solutions • Bridging the gap in recruiting 5 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 6. Definition of Candidate • Anyone that has the potential to work for your organization OR has expressed an interest in working for your organization past, present or future • Job seeker • Applicant • Contact • Lead • Friend • Family • Employee 6 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 7. Evolution of the Candidate Experience • Past • Review an advertisement in the paper on Sunday • Submit a cover letter and resume via USPS mail • Call to confirm resume was received • Receive a ‘Thanks but No Thanks’ Letter 2 weeks later • Present • Find a job posting on line (advertisement) any day of the week • Link to the company website, complete the online application form, submit resume. • Webpage refresh confirms receipt, but call to confirm anyway: get voicemail message saying ‘due to volume we are unable to answer your call’. • Receive ‘Thanks but No Thanks’ Email 2 days later • Future • Network with company social groups, see twitter about need for resource • DT – the request, with a tinyurl link to linked-in profile • Get mobile text message back: TY – FF to HR for Eval. Text: Status to 54000 anytime • Get Mobile text w/link to self schedule interview for tomorrow 7 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 8. Which image best describes your candidate experience? 8 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 9. Seven Ways to Build a Better Relationships Today • Remember the golden rule • Treat every candidate the way you’d like to be treated. • Avoid the “black hole” syndrome • No matter how many resumes you receive, acknowledge the receipt of a person’s resume or job application. • Use technology for what it does best • Give the candidates what they want most – timely feedback. Use email for frequent, short communication. • Don’t send mixed messages • Describe the job and the organization candidly and accurately. • Create a comfortable atmosphere • Candidates who are at ease are more likely to provide the information needed to drive accurate selection decisions. • Recognize that small things lead to big impressions. • Be attuned to professional details. • Create your own talent pools for future recruiting needs 9 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 10. Questions to Ask Yourself • Is your process working well? • Are you satisfied with the quality of candidates and the efficiency of your procedures? • Does your recruiting process enhance or detract from candidate’s experience with your company? • How would candidates feel about your responsiveness to their interest and formal inquiries? • Do you regularly evaluate your process to ensure that you are doing the best you can? • Does your process need to be updated to reflect current business climate? • Does your process effectively incorporate new technology? • When a new employee reflects on their hiring experience, is it a good memory? Or is it an unpleasant one? 10 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 11. Social Media Revolution Maximizing the shift to collaboration for improved recruiting 11 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 12. It’s Not Just About the Consumer… 12 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 13. Social Media Overview Popular Tools for Recruiting: • Linked In • Professional Profile • Facebook • Professional/Personal Profile – with Permissions (Groups) • Twitter • Static noise – constant banter importance can vary Forrester Research 13 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 14. The Concepts of Enterprise Software is Changing • User-Defined • Participation based on users preferences & delivery models • Cloud Computing • IT-related capabilities “as-a-service” • Consumer-Driven • Focus on usability, extensibility, revenue- impacting • Perpetual Beta • End of upgrades and emergence of continuous releases • Interactional • Focus on collective intelligence versus “transactions” 14 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 15. The “Conversation Ecosystem” Leveraging Technology 15 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 16. How Companies are “Blogging” 16 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 17. How Employees and Candidates Collaborate and Interact Together 17 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 18. 18 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 19. ‘Edge’ Recruiting Technology Trends in future technology 19 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 20. Why Internet Career Sites are failing today Intranet 1.0 Intranet 2.0 • Social • Collaborative • Mobile • Mashable • User-defined • Incremental 20 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 21. Ernst & Young Career Site on Facebook • Video • Discussion Threads • “Fans” • Polls • Photos • “Intern Experience” • Twitter • “Culture Brochure” • Corporate Responsibility Source: http://www.facebook.com/ernstandyoungcareers?ref=nf 21 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 22. Social Network for Recruiting 22 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 23. Social Networking for Recruiting 23 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 24. Mash-up of different technology Maps Video 24 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 25. Portability of “my” information 25 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 26. Mobile Recruiting • Mobile Recruiting • Global Market already here • US Market lagging • Leverages Text Messaging for short announcements, calls to action and updates • Text ‘Job’ to 88000 • Receive information on how to apply • Mobile Device Optimized • Job posting formatted for smart phone applications and screens • Response process simplified to express interest, or request more information • Bridges Generational and Economic gaps for attracting talent 26 Knowledge Infusion Proprietary and Confidential, Copyright 2008
  • 27. Continue the Conversation Elaine Orler Elaine.orler@knowledgeinfusion.com D: 858-748-3136 27 Knowledge Infusion Proprietary and Confidential, Copyright 2008