The Candidate Experience: Myth, Mystery, Magic - recruitDC Spring 2014 - Gerry Crispin, CareerXroads

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  • An idea for a key question to set up your points for our conversation -
     
    What are some of the expectations and perceptions employers have with regard to hiring veterans?
     
    How can staffing professionals bridge the gap between employer perceptions and realities for this unique talent pool?
     
    Have you received feedback from Veterans about their job search experiences?
     
    What is Tip of the Arrow Foundation doing to support connecting qualified veterans with appropriate employment opportunities?  
     
     
     
    A summary slide with 2 -3 pieces of advice for the audience –
     
    Remain focused on:  
     
    A Veteran’s abilities;
     
    Selling core behavioral traits employers crave; and
     
    Their unique thread of excellence
  • The Candidate Experience: Myth, Mystery, Magic - recruitDC Spring 2014 - Gerry Crispin, CareerXroads

    1. 1. The Candidate Experience: Myth, Mystery, Magic Tim Strike Director, Recruiting and Staffing General Dynamics IT Christina McClung Director, Card Recruiting Capital One Moderator: Gerry Crispin, sphr Chief Navigator CareerXroads Ben Martin VP, Talent Acquisition Lockheed Martin
    2. 2. Audience Q &A Ben Christina Tim
    3. 3. Source: CareerXroads Candidate Experience monograph, March, 2011
    4. 4. by the Numbers 201 3 4 138 92 64 46,000 Candidates completed surveys! TalentBoard 2013 Copyright © May July Oct TheCandEs.org
    5. 5. + Candidate Experience
    6. 6. “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 ©
    7. 7. “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 ©
    8. 8. There is a [measurable] difference in how candidates are treated The only real question is what it means to your company
    9. 9. Tell us a little more about your company and role before we get into the details of your Candidate Experience. Ben Christina Tim
    10. 10. 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 ‘practices’ you changed, added or improved and why? Ben Christina Tim
    11. 11. Beyond what you already said were there measures how you treat candidates you could tie back to business results? Ben Christina Tim
    12. 12. The phrase ‘black hole’ has become a rallying cry highlighting candidate frustration. How do you handle the candidate’s interest in their status? Ben Christina Tim
    13. 13. How do you handle questions 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? Ben Christina Tim
    14. 14. How do you communicate with candidates who apply but, never make it to finalist? Do you differentiate between those who were qualified and those who weren’t? Ben Christina Tim
    15. 15. What else would you like to do that you believe impacts candidate engagement? Ben Christina Tim
    16. 16. What advice would you offer to your colleagues listening in who are interested in improving their candidates’ experience? Ben Christina Tim
    17. 17. Thank You! Ben Christina Tim

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