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The Candidate Experience: Let's Analyse.


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Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience.

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The Candidate Experience: Let's Analyse.

  2. 2. Consider a day in the life of your candidates – and what it could mean to your company. 3
  3. 3. “I never considered a career in recruitment, but I had a good impression of the people I met. They were the kind of people I wanted to work with. Plus, they moved through the application procedure in less than a weeks time. The company just seemed so professional to me.” By: young graduate, approached for a job as recruitment researcher – accepted the job offer BECAUSE WHILE YOU’RE SCREENING THEM, THEY’RE TAKING A SNAPSHOT OF YOUR ORGANISATION. 4
  4. 4. “I mean, the company wants me to sell their airconditioning, but they first left me in a room that was freezing, then moved me to another room that was uncomfortably warm. And they didn’t even offer me a glass of water.” By: senior management professional, interviewed for a job as business development manager – declined the job offer “The woman asked me what I liked most: electricity or mechanics. I tried to explain to her that in electromechanics the two are inextricably linked, but really... what’s the point?” By: graduating Industrial Engineer, interviewed by a recruitment company – told his classmates not to bother with ‘those consultants’ AND… THEY’RE SHARING THE PICTURES THEY MAKE. 5
  5. 5. THAT COULD HAVE QUITE AN IMPACT, DON’T YOU THINK? The more positive candidates evaluate their application experience, the better for your organisation as a whole 6
  6. 6. “BUT WHY?” WELL… More efficient recruitment of a specific applicant 1. When a candidate likes the way he’s being treated, he’s more likely to want to join your company. Cost per hire decreases 7
  7. 7. OH, AND ALSO… 2. Long term effect on recruitment: Positive recruitment experiences lead to positive word-ofmouth advertising amongst potential candidates. A negative experience can be very detrimental, especially if you rely on a limited candidate pool. 8
  8. 8. AND THEN THERE’S… 3. Your employer brand must be authentic, and match the reality of what’s going on in your organisation. The candidate experience will quickly demonstrate to outsiders whether this is true. No point investing in your branding if you’re not getting this right. 9
  9. 9. NOT TO MENTION THAT… 4. Every candidate = a consumer = a customer. Negative candidate experiences have a bad impact on your corporate brand 10
  10. 10. WHAT IF… 44% had a worse opinion of the company after applying and not receiving a response 32% were less likely to buy products from a company that didn’t respond to a job application 21% have experienced a recruiter who wasn’t enthousiastic about the company as an employer of choice 17% didn’t believe the recruiter was knowledgeable 15% didn’t think the recruiter was professional 15% had a lower opinion of the company after being contacted for an interview 11
  11. 11. WHAT IF… 12
  12. 12. Concerned? Should you be? WELL HOW ABOUT… analysing the experience you offer candidates? 13
  13. 13. The Candidate Experience Analysis “WHAT’S IT ABOUT?” • An analysis of the impressions your company makes on an applicant throughout the recruitment procedure. - +/- + • An analysis of what information your applicants are using to report back to the outside world - and the extent to which they choose to do so. 14
  14. 14. The Candidate Experience Analysis THE 5 STEPS TO A PERFECT ANALYSIS. Step 1 : Exploratory research Question: What’s your recruitment procedure, what’s your ‘flow’? Method: Targeted focus groups / ‘mystery shopper’ candidates/ questionnaires of former applicants indicate strengths and + +/bottlenecks in your procedure Step 2: Set KPI’s relevant to analyze your organizations recruitment e.g. speed of procedure, amount of meetings, quality of information, quality of feedback, evaluation of recruiter, etc. 15
  15. 15. The Candidate Experience Analysis THE 5 STEPS TO A PERFECT ANALYSIS. Step 3 : Quantative Analysis • Validated questionaire measures performance on these KPI’s; • Aims to indicate the level of satisfaction & overall impression of applicants; + • Measures the candidate net +/promotor score. 16
  17. 17. The Candidate Experience Analysis THE 5 STEPS TO A PERFECT ANALYSIS. Step 4 : ‘Problem-fixing’ or ‘potential-revealing’ plan : • concrete recommendations - + +/- evaluation Step 5. Define metrics for further • Follow up of KPI’s 18
  18. 18. POSSIBILITIES OF THE CANDIDATE EXPERIENCE ANALYSIS • You could specify a target audience: e.g. graduates, engineers,… • You could take advantage of the occasion to measure other aspects relevant to your employer branding: º Motivational research of target audience: what appeals to them? º Measure effectiveness communication channels: how can you reach candidates? º Evaluation of the onboarding process of new employees º ... • You could get recommendations from your previous applicants: applicant brainstorm session • We could set up an evaluation system for all future candidates experiences 19
  19. 19. How much time does your organization spend selecting your future employees? WHAT IS YOUR TOTAL INVESTMENT? 20
  20. 20. IS IT TIME TO CONSIDER HOW YOUR CANDIDATE EXPERIENCE CONTRIBUTES TOWARDS THIS? If you’d like to evaluate your candidate experience, then maybe my pilot study is of interest to you. 21
  21. 21. PILOT STUDY? I set up Engaging People at the beginning of 2013. I have experience in recruitment, working both internally for a staffing department as externally for a recruitment company. I’m familiar with the nitty gritty work that’s part of recruitment. I’ve also noticed what effect negative candidate experiences can have on recruitment. It’s bad. Currently, I’m organizing a pilot study focusing on the candidate experience. By getting your organisation involved in this pilot study, I’m first and foremost aiming to give you valuable insights into your recruitment procedures and how you could be optimizing them. I’m also aiming to investigate if it’s possible to apply a standard method of analysis, as every organisation has it’s own recruitment procedures and available data. This could lead to benchmarking opportunities. Perhaps there are correlations that need to be taken into consideration. For instance: might your cost per hire be directly linked to your candidate net promotor score? foto TE DOEN 22
  22. 22. Interested? JOIN THE PILOT STUDY! Interested in joining the pilot study or want to find out more? Then I’d love to meet with you to see what challenges you’re facing and what method of analysis would be best suited to your organisation. Get in touch! 0032(0)498 33 33 52 @gaildejaegere 23