Imagine if you could…
Matt Jeffrey
…be one of the originators
of employment brand.
…have a mobile strategy in
2011.
Mike Bailen
…figure out how to hire 100%
of your applicants through a
candidate nurturing strategy.

What do you think of Tim?
Tim Huang
Experience
Senior Account Executive at Recruiting Vendor 2015 - Present
Public Relations Manager at Mobile Video Provider 2014 - 2015
Scientific Recruiter II at Staffing Company 2012 - 2014
Marketing Intern at Public Relations Agency 2011
Education
National Taiwan University B.S., Biochemical Technology
Languages: Chinese, English

Scott Weaver wrote:
If one of you sing well, you can
do a bit for me during my
presentation. ;)
Tim Huang wrote:
I don't know how serious you are,
but I am pretty serious. Use
Somebody Cover
Scott Weaver wrote:
Get the hell out of here! You’re
in! I am serious.
Do you like Tim more now?
Tim’s an
amazing singer

Process Efficiency
Internal Mobility
Employment Brand
Pipelines
Marketing
Sourcing
Mobile
Candidate
Experience
Technology/ATS/CRM
Employee Referrals
Talent Community
University
Executive
Diversity
Imagine what you will do to solve your recruiting
dilemmas.

But you’re not measured on…
OR

You’re measured on…
+ =
happy boss

It started with process efficiency.
Applicant Flow with 26 total statuses
Unscreened
Career Center Submission
Recruiter Submission
Referral Submission
Candidate Withdrew
None – automated ***5 day promise***
Workflow:a:Unscreened-Recruiter Submission
Workflow:b:Unscreened-Referral Submission
Workflow:c:Unscreened-Candidate Withdrew
Screened
Rejected
In Review
Follow-Up
Recruiter Left Message
Recruiter Interview Completed
Out of Area
Rejected After Recruiter Screen
Workflow:d:Screened-Rejected (2-day delay)
Workflow:e:Screened-In Review ***5 day promise***
Workflow:f:Screened-Follow-Up ***5 day promise***
Workflow:g:Screened-Recruiter Left Message
Workflow:h:Screened-Recruiter Interview Completed
Workflow:i:Screened-Out of Area
Workflow:j:Screened-Rejected After Recruiter Phone Screen (2-day delay)
Sent to Hiring
Manager
Submitted
1st Interview
2nd Interview
3rd Interview
Candidate Withdrew
Not Selected
Workflow:k:Sent to Hiring Manager-Submitted
Workflow:l:Sent to Hiring Manager-1st Interview (application)
Workflow:m:Sent to Hiring Manager-Candidate Withdrew
Workflow:n:Sent to Hiring Manager-Not Selected (2-day delay)
Offer Process Background/Reference Check Initiated; Background/Reference Check Completed; Offer Extended; Offer Rescinded; Offer Declined; Offer Accepted
Hired Hired; Send to Onboarding; Send to ADP

Here’s the process when we mess up. We apologize.
Hi Lisa,
Somehow this email got lost in the mix and I was terrible at following
up with you. For that, I apologize. We brag about our “candidate
experience” and then I mess up something like this… I’m truly sorry.
Best,
Scott

Then transparency.

Then transparency.

Auto-reply message to candidates after apply:
Thank you for your interest in Cumming Corporation and taking the time to apply
for the Director of Business Development career opportunity in London. Our goal
as an organization is to provide a transparent, communicative, and respectful
hiring process. To learn more about our process and what to expect, please click
here.
We look at every resume that comes in during the sourcing period of an open job
within one business week from the day you apply – usually faster than that. As
part of our process, you will receive a notification every time we move you into
a new stage of the recruiting process and aim to be as up front as possible with
you regarding your candidacy.
The next step in our process is to determine if your background is a good match
for our Director of Business Development opportunity. We will notify you within
five business days either way.
Standing by our commitment to provide a transparent hiring process, please feel
free to check out our Glassdoor page and take a second to write about your
amazing or… not-so-amazing experience in the interview section.
Then transparency.

After that, we measured it a little.
Time-to-fill
Submitted to
Interview Ratio
Interview to
Hire Ratio
Before 37 50% 10%
After 30 75% 33%
Then we measured it a lot.
Recruiter
Career Center
Submission
Recruiter
Submission
In Review Follow-Up Out of State Rejected
Recruiter
Interview
Complete
Rejected After
Recruiter Phone
Screen
Submitted 1st Interview Not Selected
Recruiter 1
TOTAL FOR EACH STATUS: 1639 177 274 225 140 1252 211 48 167 41 65
AVERAGE FOR EACH STATUS: 46 5 8 6 4 35 6 1 5 1 2
HOW MANY UPDATES PER CANDIDATE? 1 9 6 7 12 1 8 34 10 40 25
Updates Per Candidate: 11
Accepted Offers: 98%
Recruiter 2
TOTAL FOR EACH STATUS: 597 46 104 8 0 513 9 3 43 6 0
AVERAGE FOR EACH STATUS: 20 2 3 0 0 17 0 0 1 0 0
HOW MANY UPDATES PER CANDIDATE? 1 13 6 75 0 1 66 199 14 100 0
Updates Per Candidate: 1
Accepted Offers: 89%
Recruiter Activity Data
Every single
recruiting KPI
improved.
Recruiter 1
Updates Per Candidate:11
Accepted Offers: 99%
Recruiter 2
Updates Per Candidate: 1
Accepted Offers: 89%

So this guy says to me, “Now you have to do everything
else.”
Gerry Crispin

What is Candidate Experience?
Meet the candidates where they are…
THEN make it great.

*Data and graph from 2015 Talent Board North American Candidate Experience Research Report
Over
130,000
candidates
surveyed

Planning a vacation is exciting, but still a pain.
Searching for a new job can be exciting, but still a
pain.
How do we make the job search experience as easy and exciting as
possible while still impacting recruiting efficiency?

Our candidate journey…
Topic Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Step 14 Step 15
Planning a vacation
process
Talk to family/ friends
Research
destinations/ vacation
spots
Discuss more: type of
vacation, cost, dates,
cars, easiest way to
buy
Start looking to
purchase
Purchase
Plan Itinerary: boat,
hike, shop, etc.
Confirmation email/
reminders/ up-sells
Shopping, organizing,
gym, tan, etc.
Vacation starts: Travel
to destination
Problems at start of
vacation: vouchers,
etc. "Would I do this
again?"
Problems with
planned activities:
What do they do for
you?
Travel home
You need vacation
from your vacation
Unpack
Need to get ready for
daily routine again
Searching for a job
process
Talk to family/ friends
Research job: Where
are they looking to
research a job more?
Discuss more: What
am I looking for in my
new job?
Need to capture
attention the FIRST
time.
Apply to job.
If I get this job, what
will I do? Is there an
alternative?
Recruiting Process:
Are we different? Yes.
Are we memorable?
Probably not.
Candidate prepares
for interview, we
should prepare too.
1st Interview
Did the interview
suck?
How did we balance
and make up for a
bad experience?
Job Offer: End of
process, but much
more to be done.
Getting a new job is a
taxing process… Here
are some more docs
to fill out!
Time to get ready to
go back to work… at
my new job.
Its tough to get back
in the swing of things
at a new firm.
Considerations
I don't like my job, I
want more challenge,
I don’t like my boss,
etc.
Google, Indeed,
Glassdoor, LI,
Corporate site,
Industry sites, friends
salary, relo, date, JD,
commute, culture,
benefits, easy process
Brand/ message
compelling enough
per source and per
job reason
Easy to apply,
confirmation
message, how is the
apply memorable?
They applied - now
what? We should
have more details.
More branding.
Transparent,
communication,
lasting memory,
branding.
1 interview
'concierge'.
Directions, schedule,
bio's.
Interview gift,
consistent interviews.
We need to know
what happened.
Follow-up and
information. Why?
Who? Talk to HM.
Appoint senior leader.
Apologize. Ask for
criticism. Do we give
them something??
Is our offer exciting?
Does it encompass
everything we've sold
thus far?
EASY AS POSSIBLE. 1
CONTACT.
Reassurance
throughout.
We should be
communicating
during the dead
period of offer and
start. How?
Make 1st day & next
90 the best they've
ever had.
How can we
improve?
We need help here. We need help with a better, more consistent brand message that
compels people to apply. Less headhunting is necessary to scale at the rate we're
currently growing. Better design/brand on main sources that speak to the reasons people
are looking in the first place.
We do this well… potentially "best-in-class". Recently re-branded
email messaging. Is there anything we can add that won't be
overkill?
We're in the process of improving this. Lisa will be concierge for applicant communication post submission. Putting together branded directions/office instructions per location.
Putting together Hiring Mgr bio's for candidates who interview. Creating interview gift box - sleek, simple gift, and a "take home" packet of info w/ benefits, culture, history,
BU's/services, etc. Creating 1st day gift with branded supplies. Created "best-in-class" document for HM's and new hires. Still need to vastly improve interview communication and
set interviewing and communication standards.
Pre-apply
period
Application &
TA Workflow
Interview, Offer,
Onboarding

Our candidate journey…
Topic Step 1 Step 8
Planning a vacation
process
Talk to family/ friends Shopping, organizing, gym, tan, etc.
Searching for a job
process
Talk to family/ friends
Candidate prepares for interview, we
should prepare too.
Considerations
I don't like my job, I want more
challenge, I don’t like my boss,
etc.
1 interview 'concierge'. Directions,
schedule, bio's.

Based on the candidate journey roadmap, we decided to
focus on the pre-apply period.
• Why are candidates looking and market to those needs/wants.
• Where are candidates looking and market in those channels.
• What is most important to candidates in a new job/company.
Market to those items.
• Compelling, branded content that is truthful & transparent.
• Content should inspire the consumer to take action.
• Need to consider ROI, and measure impact of brand versus
applies only.
• Primary goal: enhanced digital presence and more organic
applies (decrease headhunting).
WE WANT TO CONSIDER AND REACT TO WHAT THE CANDIDATE IS
SEEING, FEELING, AND "EXPERIENCING" FROM THE TIME THEY START
THINKING ABOUT A NEW JOB... OR BEFORE.

But we’re too small/big! There goes that excuse!
Applicant Flow -
process
Interview box/guide
Video
Dedicated CX Leader
researches candidate
lifecycle - process
Send product to
candidates
Candidate Tour
Recruiters focused on
candidate touchpoints -
process
Coordinators travel
Interview suites /
Candidate lounges

But we don’t have a budget for that! There goes that
excuse too!
Cumming’s overall cost per candidate was $25.58 in 2015.
Top 3
Sources at
Cumming
Corporation
Cost Per Candidate Per
Source
Cost Per Quality Candidate
Per Source
Cost Per Candidate
Interviewed Per Source
Source #1 $3 $47 $171
Source #2 $21 $81 $600
Source #3 $12 $77 $667
You spend $100’s to get them
in the door… and then… nothing?

Start your own journey
Work with your recruiting team to develop an efficient
applicant flow process where no stone is unturned.
Map the candidate journey and apply your own strategy to it.
Then execute.
Tell your business what you’re doing.
Remember that caring is not enough. Operational efficiency is
key if you want to impact change.
I promise…

Imagine what you will do to solve your recruiting
dilemmas.
Applicant Flow/Process
Internal Mobility
Employment Brand
Pipelines
Marketing
Sourcing
Mobile
Candidate Experience
Technology/ATS/CRM
Employee Referrals
Talent Community
University
Executive
Diversity

Imagine what you will do to solve your recruiting
dilemmas.
The
Candidate

Questions?
Scott Weaver
Cumming Corporation
Director, Talent Acquisition & Development
LinkedIn: linkedin.com/in/scottweaver
Twitter: @IAmScottWeaver
Applicant flow found at www.ccorpcareers.com/hiring-process