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Managing the Candidate Experience

From the Social Recruiting Strategies Conference (#SRSC) workshop in San Francisco in January 2014.

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Managing the Candidate Experience

  1. 1. Managing the Candidate Experience Jason Webster @worldwidejweb
  2. 2. The Candidate Journey Candidates experience 5 unique stages during the hiring process: 1. Discovery: Candidate first hears about a job through a referral, news feed, or job board. 2. Research: Candidates are visiting an average of 12 websites to assess an opportunity. 3. Decision: Candidates whether to take the action of applying for the job. 4. Communication: Interactions from scheduling to interviewing influence the candidate. 5. Resolution: Candidate clearly understands the results from the hiring process. Recommendation: “Mystery shop” your own hiring process on a consistent basis.
  3. 3. Moment of Truth: Discovery The first impression for a candidate tends to be text-based. From a friend: From a job board: From their news feed: Action: Be aware of what candidates see as a first impression.
  4. 4. Moments of Truth: Research Understand where your candidates are most likely to land when doing research. Careers Site Front Page Indeed Glassdoor LinkedIn Action: Run searches for careers, specific jobs, and locations to see what the candidate sees. Job Boards
  5. 5. Moments of Truth: Decision The application process can be a roadblock for top candidates. Action: Complete your online application process. See how long it takes, and what it’s like.
  6. 6. Moments of Truth: Communication Candidates like to be informed during the hiring process. Phone Still works Email Standard Video Chat Qualifying Interviews Text Message Highest Read Rate Action: Rank highest response rates by communication method. Capture candidate info.
  7. 7. Moments of Truth: Resolution Final resolution in the hiring process is crucial to a candidate’s experience. Red: The candidate is being declined, but they much prefer to know where they stand versus no feedback at all...and in a timely manner. Yellow: The candidate is not a fit right now, but you want to keep an open dialogue for the future. Green: The candidate is a match for a current opening. Action: Determine your response time, and quickly place candidates in proper bucket.
  8. 8. Driving the Candidate Experience
  9. 9. The Power of Social Social media is highly influential to the Candidate Experience. What the experts are saying: What your employees are saying: Action: Identify your people with the most “social” influence. Empower them to tell their story.
  10. 10. Build Your Story Candidates want to know what it’s “really” like at your company. Content featuring departments: Content showing personality: Content featuring locations: Action: Build a value proposition that reflects your team, and top candidates will respond to.
  11. 11. Manage Your Recruiting Content Building and managing recruiting content is central to your success. YouTube: Facebook: Instagram: Action: Save every recruiting image and video in an easily accessible location.
  12. 12. Empower Your People The number one influence on Candidate Experience is your people. Facebook: Quora: Blog Comments: Action: Identify your “social” influencers. Pick the right platforms. Provide the right content.
  13. 13. Tips & Tricks Once your value proposition, recruiting content, and social team are in place: 1. Pick a consistent theme to be used across all of your social channels (i.e. “Inside Amazon”). 2. Make sure all of your social channels have consistent addresses (i.e. @InsideAmazon). 3. There are three main rules with social sharing: Be Visual, Be Consistent, and Be Responsive. 4. Utilize all of your channels to drive candidates to your own careers site and calls to action: a. Apply b. Join Network c. Refer Quality Candidates 5. Follow the social channels of companies you admire for inspiration and ideas.
  14. 14. Measuring Candidate Experience Key points you should measure within each stage of your hiring process: 1. Discovery: Top sources of hire, and how accurate is the information. 2. Research: Top traffic sources to your careers site AND job pages. 3. Decision: Top sources for clicks on apply. Dropoff percentage on your apply page. 4. Communication: Response time to new applicants and candidates in the interview process. 5. Resolution: Average time a candidate is “active” in your process.
  15. 15. Thank You! Jason Webster @worldwidejweb