Gerry Crispin Shares the Candidate Experience Awards at the Best Recruiter Celebration

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At the 5th Annual Best Recruiter Celebration, Gerry Crisping commending the attending companies for being recognized as Best Recruiters and thanked ClearedJobs.Net for speardeading the Best Recruiter Program

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  • Mellissa Mounce at PNC Bank- keep asking why is it that way. Voice of the customer versus voice of every stakeholder
  • Gerry Crispin Shares the Candidate Experience Awards at the Best Recruiter Celebration

    1. 1. Candidate Experience
    2. 2. E n g a g e T h e m o r E n r a g e T h e m!
    3. 3. Candidate Experience Awards by the #s 2012 • 100s • 90 • 62 • 44 • 37 • 17,500 • 7+1
    4. 4. Definitions are Important:What is the Candidate Experience? … the attitudes and opinions that people form while seeking to work for your firm… … regarding your recruiting process; the stakeholders in the process; the work itself; your company as a place to work…… the subsequent actions of the candidatesand their impact on the performance of your company. Source: CareerXroads Candidate Experience monograph, March, 2011
    5. 5. Lesson # 1 – “Know My Value” company performanceSales RetentionCompensation Hire Conversion Rate Candidate Qualitynew hire time to perform
    6. 6. How Candidates saw the Employers… before they applied
    7. 7. How Likely Are You To Tell Your “Inner Circle” of Friends About How You Were Treated? Bad Good Exp. Exp. 48.5% 58.5% 14.3% 8.2% Very Un-LikelyVery Likely Very Likely To Share To Share
    8. 8. Lesson # 2 – “Walk in My Shoes”Source and apologies: Non Sequitur, Wiley Miller 8/28/10
    9. 9. 53% of recruiters..have applied to their own jobs. Source: CareerXroads survey, 2011 BUT ONLY 7% of Employers… have EVER attempted to „MYSTERY-SHOP‟ their recruiting process Source: CareerXroads Colloquium survey, 2011 http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
    10. 10. Lesson # 3 – “Hear Me Now”
    11. 11. Who listens to candidates when they APPLY? 55 employers said, 7.9 % of 6,652 candidates said 46.3% “No” “I was asked before beginning the application if I would be 46.3% 7.3% willing to provide feedback “Some” 2.4% immediately after completing the application”. “Yes” Even those who abandonSource: thecandidateexperienceawards.org, 2011 the application
    12. 12. Who listens to FINALISTS for their feedback? 55 Employers said, 68% of “Yes” [after] 2,162 Finalists“Yes” [before] said., 22.0% 7.3% “No” 19.5% “Some” 51.2% “No” Source: thecandidateexperienceawards.org, 2011
    13. 13. Lesson # 4 – “Speak Clearly”
    14. 14. Align communication methods to your audience
    15. 15. Align Communication methods to your audience
    16. 16. Align Communication methods to your audience Source: mobile recruiting camp presentation, Chris Hoyt, Pepsico, Fall, 2011
    17. 17. Expert Riders 21
    18. 18. Lesson # 5 – “Answer Truthfully”How frequently does this position come open?What is the profile of the last personto compete successfully for this position?What happened to the previous incumbent?
    19. 19. Lesson # 6 – “Deliver What You Promise”
    20. 20. 2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recruiting Team Leader 2010 – Jack Coostow Environmental Technician 2006 – Ted E. Baer Administrative Assistant2011 – Chris Kringle 2007 – Morris (M.R.) GoodbarSecurity Systems Programmer MBA Graduate 2008 – James (Jim) Knee Cricket2012 – Charles Brown SalesMarketing Assistant 2009 – William B. Baggins Accounting
    21. 21. From the Offer to the Seat,It’s the ‘Lack of Love Tour’ Only 28 companies told Charles Brown he did not get the job or was not qualified. CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    22. 22. From the Offer to the Seat,It’s the ‘Lack of Love Tour’ 7 companies gave Charles a reference # (that no one will ever remember) CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    23. 23. From the Offer to the Seat,It’s the ‘Lack of Love Tour’ WLGrace,US AA, Zappos etc. allowed Charles to check his Status – Best Practice CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
    24. 24. How Employers treat unqualified candidates Required Not Required …w/ feedback Nothing otherSource: thecandidateexperienceawards.org, 2011 31
    25. 25. How [7,500] candidates said they were rejected: Source: thecandidateexperienceawards.org, 2011
    26. 26. How Sage delivers on its promises …our online application can be completed in less than two minutes. …all candidates…reviewed and communicated…1-20 days.
    27. 27. ZapposHi Charles,Thank you so much for giving us the opportunity to consider youfor our Merchandise Planning Analyst position at Zappos.com,Inc. or its affiliates.I wish I had better news for you, but after reviewing yourbackground and experience against the position requirements, wejust felt that there wasnt a strong enough match.I really appreciate the time you took to apply and know how timeconsuming and stressful a job search can be.Please know that we will definitely keep your information on filefor future potential matches and wish you the best in themeantime.Respectfully,The Zappos Family Recruiting Team
    28. 28. a World-class acknowledgement Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback
    29. 29. L. C a n d i N a t L E R u lN E D- 2 0 1 2 ESSO d S e AR es #1 – “Know My Value” #2 – “Walk in My Shoes” #3 – “Hear Me Now” #4 – “Speak Clearly” #5 – “Answer Truthfully” #6 – “Deliver What You Promise”
    30. 30. CareerXroadsmmc@careerxroads.com 732-821-6652 Good Hunting!
    31. 31. Number of Resources Supporting Recruiting45.0%40.0%35.0%30.0%25.0%20.0%15.0%10.0%5.0%0.0% Under 10 11-25 26-50 51-100 101-200 Over 200 2011 Response Percent 2012 Response Percent
    32. 32. # of Applicants and # of Unqualified 2012 Response 2011 Response Less than 10% 11% - 25% 26% - 50% 51%- 75% 76% - 90% More than 90% 0.0% 10.0% 20.0% 30.0% 40.0%
    33. 33. Solutions used in Recruiting 2012 Response Yes Multiple 2012 Response Yes - One 2012 Response - Exploring908070605040302010 0
    34. 34. Who are the candidates in our survey?We are diverse: (3% declined to answer)The Silent Generation (born in or before 1945) 0.8% 60/40 split Male/ FemBaby Boomer Generation (born between 1946 - 1964) 29.6%Generation X (born between 1965 - 1981) 39.9% We get Social for finding our nextMillennial Generation (born between 1982 - 1995) 25.7% career:Generation Z (born in or after 1996) 0.8% LinkedIn 65.3% : Facebook 38.5% Google+ 26.9%We applied to Glassdoor 17.2%Experienced salaried position (3+ yrs experience) 31.1% Twitter 12.9%Hourly wage position 29.9% BeKnown 4.2%Management salaried position 14.8% BranchOut 4.1% Indeed 3.6%Entry level salaried position (0-2 yrs experience, college Other (CareerBuilder, 12.0%new graduate) Plaxo, Quora, 10.1% FourSquare, etc.)Sr. Leadership (Director, Executive) 4.9%Other (internship, seasonal, contract) 7.3% 11/15/2012 TalentBoard 2012 41

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