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The Candidate Experience: Define, Measure, Predict | Webcast

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Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and …

Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and creative approaches.

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  • 1. The  Candidate    Experience:  Define,  Measure,  Predict   Amelia  Merrill   VP,  Talent  Acquisi<on     and  Employee  Engagement   RMS   Heather  Tinguely   Senior  Program  Manager   Microso8   …a conversation exploring the definition,measure and business necessityfor treating candidates well Chris:na  McClung   Director,  US  &  Int’l  Card   Recrui<ng   Capital  One   Moderator:   Gerry  Crispin     Chief  Navigator   CareerXroads  
  • 2. Heather                                                            Chris<na                                                              Amelia     Audience  Q  &A        Audience  Polls    
  • 3. -­‐20   -­‐10   0   10   20   30   40   50   60   70   80   90   0   10   20   30   40   50   60   70   80   90   Re-­‐Apply   Refer   CandE  Net  E²  Scores   There  is  a  [measurable]  difference  in   how  candidates  are  treated   The  only  real  ques:on  is  what  it   means  to  your  company  
  • 4. “How Likely are you to APPLY AGAIN?” “Extremely Likely” 5.7% “Definitely Not” “Extremely Likely” “Definitely Not” 24.7% 62.0% 0.6% TalentBoard 2014 Copyright ©
  • 5. “How Likely are you to REFER someone in the future?” I would actively encourage others to apply I would actively discourage others from applying I would actively encourage others to apply I would actively discourage others from applying 61.5% 0.5% 5.8% 27.0% TalentBoard 2014 Copyright ©
  • 6. 6 “I…will increase my purchasing power.” 38.8% 30.8% customer “I…will take my Purchasing power somewhere else.” “How Likely are you to change your status as a CUSTOMER?” TalentBoard 2014 Copyright ©
  • 7. Tell  us  a  liHle  more  about  your   company  and  role  before  we  get  into   the  details  of  your  Candidate   Experience.   Heather                                                            Chris<na                                                              Amelia    
  • 8. When  you  started  down  this  path   to  improve  your  candidate’s   experience  did  you  have  any   ‘push  back’?   What  were  the  first  one  or  two   ‘prac:ces’  you  changed,  added  or   improved  and  why?   Heather                                                            Chris<na                                                              Amelia    
  • 9. Beyond  what  you  already  said   were  there  measures  how  you   treat  candidates  you  could  :e   back  to  business  results?     Heather                                                            Chris<na                                                              Amelia    
  • 10.     The  phrase  ‘black  hole’  has  become  a  rallying  cry   highligh:ng  candidate  frustra:on.     How  do  you  handle  the  candidate’s  interest  in  their   status?       Heather                                                            Chris<na                                                              Amelia    
  • 11. How  do  you  handle  ques:ons  prospects  have  before   they  apply…when  they  are  researching  your  company?   [audience poll] - Can prospects call, email, text message recruiters directly? - Do you have SM like Linkedin Groups, Talent Communities, Facebook fan pages where Q&A can take place? - Do you have interactive FAQs, recruiter blogs linked on your Company site’s career pages? - Do you have chat rooms or webinars emphasizing specific jobs? Heather                                                            Chris<na                                                              Amelia    
  • 12.       How  do  you  communicate  with  candidates  who  apply   but,  never  make  it  to  finalist?     Do  you  differen:ate  between  those  who  were     qualified  and  those  who  weren’t?     Heather                                                            Chris<na                                                              Amelia    
  • 13. What  else  would  you  like  to  do   that  you  believe  impacts   candidate  engagement?   Heather                                                            Chris<na                                                              Amelia    
  • 14. What  advice  would  you  offer  to   your  colleagues  listening  in  who  are   interested  in  improving  their   candidates’  experience?   Heather                                                            Chris<na                                                              Amelia    
  • 15. Thank  You!   Heather                                                            Chris<na                                                              Amelia