2012 candidate rules[pdf]

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2012 candidate rules[pdf]

  1. 1. Candidat e Rules - 2012
  2. 2. Candidat e Rules - 2012
  3. 3. 2011- 100s- 58- 33- 24- 11,500
  4. 4. 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 CricketSecurity Systems Programmer Sales 2009 – William B. Baggins Accounting
  5. 5. What does it mean to be a ‘Candidate’? Poll #1A. All the people who have applied for a job and are deemed qualified. B. Everyone who can possibly do the [open] job is a ‘Candidate’. C. Everyone who expresses interest in a specific opportunity. D. The ‘slate’ of finalists we bring in to interview & select. E. All of the above.
  6. 6. [Standard] Definitions are Important: What is a ‘Candidate’?
  7. 7. Definitions are Important:What is the Candidate Experience? … the attitudes and opinions that people form while seeking to work for your firm… … regarding your recruiting process; the stakeholders in the process; the work itself; your company as a place to work…… the subsequent actions of the candidatesand their impact on the performance of your company. Source: CareerXroads Candidate Experience monograph, March, 2011
  8. 8. Rule # 1 – “Know My Value”
  9. 9. Rule # 1 – “Know My Value” Tie Candidates’ experiences directly to: Sales company performance Compensation Retention Candidate Quality Hire Conversion Rate new hire time to perform The Candidate Experience is measurable.The only question is… are you willing to determine its value?
  10. 10. Rule # 2 – “Walk in My Shoes”Source and apologies: Non Sequitur, Wiley Miller 8/28/10
  11. 11. Rule # 2 – “Walk in My Shoes” 53% of Recruiters... HAVE APPLIED TO THEIR OWN JOBS Source: CareerXroads survey, 2011 BUT ONLY 7% of Employers… have EVER attempted to ‘MYSTERY-SHOP’ their recruiting process Source: CareerXroads Colloquium survey, 2011http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
  12. 12. Rule # 2 – “Walk in My Shoes”John Boudreau, Beyond HR- the New Science of Human Capital
  13. 13. Rule # 3 – “Hear Me Now”
  14. 14. Do you ask Candidates for feedback…at the time they APPLY? Poll #2 A. No. B. Sort of. We ask a random sample…on occasion.C. Yes, we ask everyone who completes an application for feedback. D. Yes, we ALSO ask the people who abandon the application.
  15. 15. Do you listen to Candidates when they APPLY? 55 employers said, 7.9 % of 6,652 candidates said 46.3% “No” “I was asked before beginning the application if I would be 46.3% 7.3% willing to provide feedback “Some” 2.4% immediately after completing the application”. “Yes” Even those who abandonSource: thecandidateexperienceawards.org, 2011 the application
  16. 16. Rule # 3 – “Hear Me Now”
  17. 17. Do you ask FINALISTS for feedback? 55 Employers said, 68% of “Yes” [after] 2,162 Finalists“Yes” [before] said., 22.0% 7.3% “No” 19.5% “Some” 51.2% “No” Source: thecandidateexperienceawards.org, 2011
  18. 18. Rule # 4 – “Speak Clearly”
  19. 19. Rule # 4 – “Speak Clearly”
  20. 20. Rule # 4 – “Speak Clearly”Source: mobile recruiting camp, Fall, 2011
  21. 21. Rule # 4 – “Speak Clearly” Can Candidates use their mobile phones to… ...navigate to your firm’s m.enabled Career 36% Site ...TEXT, call 19.4% & search for new or chat with jobs? recruiters? ...CHECK their resume STATUS? 3.2% 32% ...APPLY for a job with a previously saved profile?Source: CareerXroads survey, Fall, 2011
  22. 22. N/A Experiment Limited Routine ExtensiveSource: thecandidateexperienceawards.org, 2011 25
  23. 23. N/A Experiment Limited Routine ExtensiveSource: thecandidateexperienceawards.org, 2011
  24. 24. Don’t Get Too Far Ahead of Your Audience
  25. 25. Rule # 4 – “Speak Clearly” Jobs- All Currently Open Job Descriptions Company Product Info Company ValuesSource: thecandidateexperienceawards.org, 2011
  26. 26. Rule # 4 – “Speak Clearly” Practice tests related to the job Self-assessment of culture fit Simulations (video) of core jobs Diversity- Stats by job specialtySource: thecandidateexperienceawards.org, 2011
  27. 27. Rule # 5 – “Answer Truthfully”How frequently does this position come open?What is the profile of the last personto compete successfully for this position?What happened to the previous incumbent?
  28. 28. Rule # 5 – “Answer Truthfully”
  29. 29. Rule # 5 – “Answer Truthfully”
  30. 30. Rule # 6 – “Deliver What You Promise”
  31. 31. How do you treat unqualified candidates? Poll #3A. Nothing. We only get back to candidates we’re interested in. B. Recruiters are not required to respond- some do anyway. C. Recruiters are required to respond with a standard script. D. Recruiters are required to give [some] feedback.
  32. 32. How [57] Employers say they treated unqualified candidates required… …w/ feedback nothing other
  33. 33. What [7,500] candidates who were rejected say… Source: thecandidateexperienceawards.org, 2011
  34. 34. Rule # 6 – “Deliver What You Promise” …our online application can be completed in less than two minutes. …all candidates…reviewed and communicated…1-20 days.
  35. 35. Rule # 6 – “Deliver What You Promise”
  36. 36. Rule # 6 – “Deliver What You Promise”84% Acknowledged Chris[Kringle] when he Applied 32% Informed Chris when he was NOT selected
  37. 37. Rule # 6 – “Deliver What You Promise” Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback
  38. 38. Candidat e Rules - 2012 #1 – “Know My Value” #2 – “Walk in My Shoes” #3 – “Hear Me Now” #4 – “Speak Clearly” #5 – “Answer Truthfully” #6 – “Deliver What You Promise”

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