Candidate Experience, Tech, & the Human Story
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Originally from Kerry, Ireland - Lorraine is a seasoned entrepreneur and former winner of the Shell Livewire Young Entrepreneur of the Year. Now looking to change how we recruit having launched The Hire Lab – a recruitment management system that puts the applicant at the centre of the process. Lorraine is also a mentor for female entrepreneurs and works with the likes of the EU Commission on encouraging females within the tech environment.
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Candidate Experience, Tech, & the Human Story
- 1. Candidate Experience Humanity + Technology
- 3. How bad is it? 60% Candidates Quit lengthy applications 58% Applicants No process updates 64% Candidates Tell friends of bad experience 80% Applicants Never asked for feedback
- 4. 38% Are less likely to buy from a company The Cost of the Problem
- 5. But What is Really Going On? 60% Felt they were not treated as an individual
- 7. The Hero’s Journey The Candidate Journey Call to Adventure Meet the Mentor Test, Allies & Enemies Ordeal Return With Elixir Attraction Apply Screen Assessment Success
- 8. So What?
- 9. Painful Process Adverts Staff Career Site Content Job boards CRM Tech £ “Terrible Experience!!”
- 10. Legacy Solutions
- 11. TRUST TRANSPARENCY CLARITY FEEDBACK BOTHWAYS FAIRNESS Thinking behind the tech… PRIVILEGE ACCESS
- 12. Link to the portal
- 13. Recruiter Tools - Technical Tests - Language Testing - Automated Video Interviewing Offering a range of inbuilt hiring tools to automate & streamline where possible Integrated with all the psychometric providers of choice
- 14. • Be brave - request feedback • Review your candidate touch points • Share privileged access • Be HUMAN! Some Hero Take-Away’s
Editor's Notes
- We’re about to get into the Tech – but before I do just to finish with a few tips that our clients are seeing making a big impact are – all of which you should be ale to implement without spending a penny! Request feedback: The starting point would be to find a way of gathering feedback. ‘What did you like? Not like? NPS? Comms review: Review your auto/emails in light of where the candidate is in their journey. Can you increase the number of auto emails so more regular updates come through ‘Your CV is currently being reviewed by the hiring manager’. One head of talent in the US has done some analytics and found a direct correlation from an increased number of candidate touches – to a successful time to fill and quality of hire’ Follow up after a month – ‘Hey how are you doing?’ Privileged access: While your candidate s on their quest – reward them. Can you link to privileged content, more intimate less formal info? More realistic info about job. In some instances some access to hiring managers or potential future members of their teams (research suggest people scour linked in to see how they stack up with people in the role currently so why not embrace this?). Don’t forget these are people – recruitment is about people after all!