The Candidate Experience Awards - 2011<br />http://www.thecandidatexperienceawards.org<br />Engage Them or <br />Enrage Th...
Evolution of the Candidate Experience<br />Past: Perception = reality<br />Welcome<br />To<br />Apply<br />Finalists<br />...
Evolution of the Candidate Experience<br />Compelling reason for change > availability<br />100,000 - 68,000 – 40,000 – 18...
Candidate Experience Awards by the #s<br /><ul><li> 2011
 100s
  58
  33
  25
  11,500
  6
  5</li></ul>China Gorman<br />Libby Sartain<br />Sarah White<br />Mark Stelzner<br />Katherine Jones<br />
Monster<br />Could be You<br />In 2012<br />
Candidate Experience Survey Results Summary<br />
  What is your organization's total North American employee population?<br />
What were your total North American new hire numbers in 2010?<br />
How many people are [directly] involved in North American recruiting?<br />
In the categories below have you implemented a third party solution to enhance your recruiting efforts?<br />
How many Candidates apply and how many are NOT qualified?<br />
How do you communicate with your Candidates?<br />
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Candidate Experience Awards by Gerry Crispin

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At the fall recruitDC conference, Gerry Crispin, Board Member, The Talent Board and Career Xroads presented the overview and recent winners of the Candidate Experience Awards to 200+ recruiters and talent acquisition professionals in the Washington DC area.

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Candidate Experience Awards by Gerry Crispin

  1. 1. The Candidate Experience Awards - 2011<br />http://www.thecandidatexperienceawards.org<br />Engage Them or <br />Enrage Them…Your Choice<br />
  2. 2. Evolution of the Candidate Experience<br />Past: Perception = reality<br />Welcome<br />To<br />Apply<br />Finalists<br />(If Any)<br />Here<br />Black hole<br />Source and apologies: Non Sequitur, Wiley Miller 8/28/10<br />
  3. 3. Evolution of the Candidate Experience<br />Compelling reason for change > availability<br />100,000 - 68,000 – 40,000 – 18,000 – 800 – 125 – 15<br />
  4. 4. Candidate Experience Awards by the #s<br /><ul><li> 2011
  5. 5. 100s
  6. 6. 58
  7. 7. 33
  8. 8. 25
  9. 9. 11,500
  10. 10. 6
  11. 11. 5</li></ul>China Gorman<br />Libby Sartain<br />Sarah White<br />Mark Stelzner<br />Katherine Jones<br />
  12. 12. Monster<br />Could be You<br />In 2012<br />
  13. 13. Candidate Experience Survey Results Summary<br />
  14. 14. What is your organization's total North American employee population?<br />
  15. 15. What were your total North American new hire numbers in 2010?<br />
  16. 16. How many people are [directly] involved in North American recruiting?<br />
  17. 17. In the categories below have you implemented a third party solution to enhance your recruiting efforts?<br />
  18. 18. How many Candidates apply and how many are NOT qualified?<br />
  19. 19. How do you communicate with your Candidates?<br />
  20. 20. Below is a partial list of the ways that organizations reach out to communicate with candidates applied. <br />
  21. 21. Which statements below accurately describe your application process? <br />
  22. 22. What communication takes place between your company/recruiter and candidates who submitted UNQUALIFIED applications. <br />
  23. 23. If candidates who are NOT selected as Finalists inquire about their status which of the following statements would be characteristic of your process.<br />
  24. 24. Which of the following statements most closely represents your experience? <br />
  25. 25. Evolution of the Candidate Experience<br /> Present & Future States: <br />Medium is [an important part of] the message<br />‘Reality-show’ data about jobs, employers, talent [transparency]<br />Crowd-source Coaching<br />Self-assessment<br />2-way Feedback<br />Investment in pipelines that are years in the making.<br />
  26. 26. <ul><li>Remember the golden rule
  27. 27. Treat every candidate the way you’d like to be treated
  28. 28. Avoid the “black hole” syndrome
  29. 29. No matter how many inquires you receive, acknowledge the receipt of a person’s submission or question.
  30. 30. Use technology for what it does best
  31. 31. Give the candidates what they want most – timely feedback. Use text, twitter, SMS for frequent, short communication.
  32. 32. Don’t send mixed messages
  33. 33. Describe the job and the organization candidly and accurately.
  34. 34. Create a comfortable atmosphere
  35. 35. Candidates who are at ease are more likely to provide the information needed to drive accurate selection decisions.
  36. 36. Recognize that small things lead to big impressions
  37. 37. Be attuned to professional details.
  38. 38. Create your own talent pools for future recruiting needs</li></ul>Build a Better Social Relationships Today<br />

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