• How recruiting has evolved because of friction
• The top 3 reasons friction is hurting your hiring goals
• What you can do to make sure you’re not left behind
About Leigh-Margaret Stull
As CareerBuilder’s VP of Product Development, Leigh-
Margaret Stull oversees the strategy and roadmap of
CareerBuilder’s job advertising products including
CareerBuilder.com website, global email and mobile app
experiences, as well as CareerBuilder niche job board sites.
In this role, Stull has led the successful transformation and
redesign of the consumer facing experiences, with a passion
for user-centered design.
Prior to CareerBuilder, Stull held variety of marketing,
product and change management positions at Grainger,
Teletech, and General Motors. She currently serves on
boards for various non-profits and digital start ups.
About Jennifer Seith
As VP for Recruitment Technology Product Development,
Jennifer oversees the strategy and roadmap of
CareerBuilder’s Talent Network product. With over 18
years of experience in the recruitment technology industry,
she is particularly focused on bridging the gap between
recruitment processes and candidate acquisition.
She holds a MBA from Brown University and a MBA in
Global Entrepreneurship from IE Business School in Madrid.
What your candidates are saying
Grocery Shopping Ground TransportationMusic Shopping
“I want to find jobs located near my house. I need
to know where the jobs are actually located and
not just the city.”
“I filter out any jobs that don’t have salary data”
“Some of these application processes are insane!
I’m looking for jobs on my lunch break and from
my phone. I don’t apply to any jobs that make me
log in to another system.”
What do these statements have in common?
Process Friction = Lost Opportunity
Grocery Shopping Ground
Drop Off Speed to
Primary Recruiting Areas Impacted by Friction
The Action Phase – TODAY
jobs on multiple
Clicks apply but
get sent to an
Finds job again
in ATS job list
If your recruiting process is slow or painful, you’re losing out.
The FRICTIONLESS candidate experience
Objection and Answer
“My recruiters don’t have TIME to screen all those candidates.”
“We have to be COMPLIANT with …. (insert regulation here)”
“If they don’t want to complete our long application process
then we don’t want them!”
Reconsider what information you HAVE
to HAVE to consider an applicant.
Screen candidates after they have applied
with automated engagement emails.
If you have poor recruiting processes, your jobs may now not
even be SEEN by candidates
As algorithms evolve for search and recs, candidates preferences will
increasingly impact ranking.
Google for Jobs is accelerating transparency in the TA space
Only 1.3% of candidates watch videos
Job Results Page (JRP):
86% of candidates search by location
7% of those candidates then filter
Job Details Page (JDP):
Does it really matter?| Talent Network/Career Site Facts
Google for Jobs effect
Job Posting Page
But there’s hope!
You have an opportunity to gain the advantage & we’re here to help.
Questions to Take Back
Are our job postings
optimized for modern SEO?
From a candidate
perspective, what friction in
Are we engaging with
candidates fast enough with