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Candidate Experience: A Better Candidate Experience, By Design
- 1. A Better Candidate Experience, By Design Kirsten Davidson Naba Ahmed With: Moderated by: TO USE YOUR COMPUTER'S AUDIO: When the webinar begins, you will be connected to audio using your computer's microphone and speakers (VoIP). A headset is recommended. Webinar will begin: 9:30 am, PST TO USE YOUR TELEPHONE: If you prefer to use your phone, you must select "Use Telephone" after joining the webinar and call in using the numbers below. United States: +1 (213) 929-4232 Access Code: 420-258-092 Audio PIN: Shown after joining the webinar --OR-- Candidate Experience Webinar Series
- 2. LinkedIn connects the world's professionals to make them more productive and successful. With more than 610+ million members worldwide, including executives from every Fortune 500 company, LinkedIn is the world's largest professional network on the Internet. They are community focused on helping you realize your definition of success.
- 3. Click on the Questions panel to interact with the presenters https://www.humanresourcestoday.com/webinar-series/candidate-experience/ https://www.recruitingbrief.com/webinar-series/candidate-experience/
- 4. About Kirsten Davidson As a senior partner at Employera, Kirsten leads a multi-disciplinary team of employer branding, candidate experience design and employee engagement experts who focus on helping companies attract, hire and keep the right people. Her team has helped companies across many industries redesign their candidate experience in order to fill roles faster and improve candidate perception. Prior to Employera, she was head of employer brand at Glassdoor, where she designed best practices and consulted on the use of the platform, cultural evolution, and organizational change to improve employer reputation for brands global brands. About Naba Ahmed Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing Communications. After working as Editor-in-Chief at the campus newspaper, she became interested in developing content across multiple platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions. Candidate Experience Webinar Series
- 5. A better candidate experience, by design Employera
- 7. 80%–90% of talent say a positive or negative candidate experience can change their minds about a role or company. Recruiting Brief, 2019 Employera
- 8. Nearly 60% of job seekers have had a poor candidate experience, and 72% haves shared their experience on online employer review sites such as Glassdoor. LinkedIn Employera
- 9. You can’t authentically represent your brand if you don’t intentionally design an experience that represents your brand Employera
- 11. Hiring Managers Recruiting/ Talent Acquisition HR Marketing Brand Facilities IT Reception Interviewers Leadership Employera Employera
- 12. Make the business case Employera • Fill your open roles faster • Improve your offer acceptance rate • Positively influence candidate perception of your organization • Improve the caliber of your candidate pool • More strongly convey the career opportunities at your organization • Create a more efficient and productive experience for your internal hiring teams
- 13. Key elements Employera • People-centered • Discovery • Co-Design • Design for the customer • Pilot and iterate
- 15. Employera See what gaps emerge in the candidate's journey and where there are opportunities to improve Insights Learn about the candidate and their experience, along with the current processes, people, and systems that influence the current experience Discovery Co-create solutions that improve the candidate's experience and designate roles and responsibilities Co-Design Pilot quickly and gather feedback from your users to make improvements and iterate Pilot & Iterate People-centered approach
- 17. Discovery External Employees Candidates Hiring Managers Recruiters New Hires Apply Interview Accept/Decline Perception Ratings/Reviews News Your marketing and sites Employera
- 19. Employera Your co-design team Ideal Team: Representatives from: TA HR Brand/marketing Hiring managers New hires Facilities IT Team effort
- 20. Employera Journey map Plot negative experience Plot positive experience
- 22. Employera Co-design • Interviewer 1- pager: Process, R&R, expectations • Candidate prep packet • “Just in time” emails - key things to do • Scheduling automation • Communications plan • Interviewer training • Deliver on candidate experience commitment • Improve feedback form, automate process • Streamline decision process • Close the loop with candidate - Candidate checklist • Communications plan • Alignment on salary band during intake • Reduce number of approvals needed • Deliver on candidate experience commitment • Deliver on candidate experience commitment • Communications plan • Process and timeframe alignment with other departments • Intake template/process • Hiring Manager 1-pager: outlines Candidate experience, expectations, processes, timelines R&R, candidate checklist
- 23. Employera Design for the customer
- 24. Employera Co-designing for your "customer"
- 26. Pilot Employera
- 29. Employera Experience matters! • People-centered • Discovery • Co-Design • Design for the customer • Pilot and iterate
- 31. Q&A Naba Ahmed With: Moderated by: Senior Partner, Employera LinkedIn page: in/kzdavidson/ Email: Kirsten@employera.com Website: www.employera.com Kirsten Davidson Editor, Recruiting Brief & Human Resources Today LinkedIn page: linkedin.com/in/naba-ahmed/ Twitter ID: @recruitingbrief Email: naba@aggregage.com Website: recruitingbrief.com https://www.humanresourcestoday.com/webinar-series/candidate-experience/ https://www.recruitingbrief.com/webinar-series/candidate-experience/
Editor's Notes
- Today Everyone is doing something. Most of the time it's designed from the companies perspective - to screen people out, be efficient, get down to brass tacks, without much thought to the experience they are giving to candidates. Good companies invest
- This is 100% within your control. This is where you win. How important it is…
- In addition to it being important, it goes public.
- Best employers are rethinking the whole thing, putting the person in the center, optimize people, systems and processes to bring this to life. Some might work with what they have, others are ripping and replacing. We call this. Intentional. Experience. Design.
- The challenge is there are a lot of people involved in the many touch points, many unaware of the impact on a candidate, and not aware of the candidates impact on them. And they don’t think it’s their job to care about it. So how do you get them all aligned? First you have to get them in the same room. How do you do that? You get them all in the same room.
- Key factors in designing a better candidate experience
- There are a lot of schools of thought. Ultimately, it’s a process for problem finding, and problem solving. Ideo has 3 steps, the D school at Stanford has 5. One of my business partners is a lecturer in Design Thinking the Cal Berkeley’s Hass School of Business. They use a 4 part model. But the key elements of each are That its human centered - in this case, it’s the candidate. You have to understand their perspective. It’s collaborative. You get all the people in the room who have an invested interested in improving it. Then they work together to solve it. This has a really powerful impact on ownership. You iterate.
- Ok let'
- Understand the candidate experience: Inconsistencies in the process and/or experience Inefficiencies in scheduling the interview Not enough human connection Too much time between each step No ability to track candidates through each stage Not enough hiring manager input and adoption of the process Broken links Poor reviews on Glassdoor
- Now that you’re prioritized, co-design the experience This slide shows an example where the prioritized touch points are redesigned
- Now taking those insights, draw out the journey. All your touch points. And from the data start to plot the experience.
- Are they the right people? Are they trained?
- Live example we prioritized. In one recent assignment we found one big issue, was the intake meeting. Second, interviewers weren't prepped. Interviewers didn't understand they represented the brand. This can be a stressful experience for the candidate. So even when they aren't selected.... Standardize around things that delight candidates whether or not they accept a job. If you want to do your brand a favor, give an experience that everyone will love.
- Get from your own workforce: Survey, focus groups, Subscribe to services within LinkedIn
- There's a planning process for planning and rolling out a new process. These are Tools, training, accountability
- Is there a way we might show this? or what if we just put logos/graphics of the ways you can test: Focus groups Surveys Glassdoor 1:1s
- Feedback loop