The Candidate Experience Awards: Recognizing Employers With The Best Candidate Experience

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Presentation delivered by Gerr Crispin of Careerxroads on 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.

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The Candidate Experience Awards: Recognizing Employers With The Best Candidate Experience

  1. 1. The Candidate Experience Awards: Recognizing Employers WithThe Best Candidate Experience
  2. 2. The Driving Force
  3. 3. When it Begins
  4. 4. ROIYou may measure the impact directly: - Your revenue. - Your access to quality candidates. - Your compensation strategy. - Your hire conversion rate. - Your new hire time to perform. - Your retention. - Your company’s performance.The Candidate Experience WILL affect them all indirectly.
  5. 5. The State of AffairsIf the candidate experience is important… ….ask them
  6. 6. The State of Affairs ONLY 5%…HAVE EVER SURVEYED A SAMPLE OF ALL CANDIDATES ONLY 7%…HAVE EVER ATTEMPTED TO MYSTERYSHOP 52.7% (RECRUITERS) 69%…SURVEY FINALISTS. HAVE APPLIED TO THEIR OWN JOBS 59.3%…CONDUCT FOCUS GROUPS of NEW HIRES.Source: CareerXroads survey, 2010
  7. 7. Mystery Shopping 2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recruiting Team Leader 2006 – Ted E. Baer 2010 – Jack Coostow Administrative Assistant Environmental Technician 2007 – Morris (M.R.) Goodbar MBA Graduate2011 – Chris Kringle 2008 – James (Jim) Knee Cricket SalesSecurity Systems Programmer 2009 – William B. Baggins Accounting
  8. 8. Mystery Shopping
  9. 9. Mystery Shopping…Get FeedBack...Give Evidence Candidates Are Welcome.…Align Communication To Candidate Preferences…Make Recruiters Accessible…Answer ‘Why’…Provide Relevant Content…Demonstrate Respect. Specifically: - Acknowledge Interest - Promise Closure - Provide Next Steps - Guarantee Privacy & Data Protection - Communicate Closure - Deliver on Status, Feedback and Guidance
  10. 10. Mystery Shopping84% Acknowledged Chriswhen he Applied32% Informed Chris when hewas NOT selected
  11. 11. Mystery ShoppingApr 5Hi Chris,Thank you so much for giving us the opportunity to consider you for our InformationSecurity Engineer position at Zappos.com, Inc. or its affiliates.I wish I had better news for you, but after reviewing your background and experienceagainst the position requirements, we just felt that there wasnt a strong enoughmatch.I really appreciate the time you took to apply and know how time consuming andstressful a job search can be.Please know that we will definitely keep your information on file for future potentialmatches and wish you the best in the meantime.Respectfully,Tonya ShtarkmanThe Zappos Family Recruiting Team
  12. 12. Candidate Experience Awards 2011 The Candidate Experience Awards:- 100’s- 58’s- 33’s-5- 12,000- 23
  13. 13. Company Profile Survey Awards: The Candidate Experience ResultsWhat is your organizations total North American How many people are [directly] involved in employee population? North American recruiting? 100,000+ 4% Over 200 11% 25,000- Under 500 100-200 100,000 Under 10 24% 9% 20% 34% 50-100 10,000-25,000 500-2,500 10% 11% 8% 25,000-75,000 2% 10,000-25,000 75,000+ 25-50 4% 0% 11% 2,500-10,000 5000-10,000 10-25 33% 7% 25% Less than 100 19% 2500-5000 100-200 11% 6% 1000-2500 13% 200-500 17% 500-1000 21% What were your total North American new hire numbers in 2010?
  14. 14. Company Survey Question: How many Candidates apply and how The Candidate Experience Awards: many are NOT qualified? 11-25 < 90% > 250 10-25% 10% 9% 12% 10% 25-50% 75-90%101-250 22% 24% 29% 26-100 50% 50-75% 34% How many Candidates are not How many Candidates Apply? Qualified?
  15. 15. Company Survey Question: What communication takes place between your The Candidate Experience Awards:company/recruiter and candidates who submitted UNQUALIFIED applications. Nothing, the original response when the application was submitted clearly stated that we will only get back to candidates we are interested in. 9% Recruiters are not required to respond but 26% some do based on their judgement that the Other applicants might qualify in the future or be 24% qualified for other jobs, etc. Recruiters are required to respond with a10% standard thank you but... using scripts that suggest the position has been filled or that more qualified candidates are being considered. 31% Recruiters are required to respond to all unqualified candidates with some feedback.
  16. 16. Candidate Survey Question: Which of the following statements most closely The Candidate Experience Awards: represents your experience?50.0%45.0%40.0%35.0%30.0%25.0%20.0%15.0%10.0% 5.0% 0.0% I received an I received a I was provided I received an None of the Other (please email from a phone call from a link where I email from a above. specify) "do not reply" a recruiter could check the recruiter address notifying i was status of my notifying me I notifying me I not being application. was no longer was not being considered.. being considered. considered.

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