2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recruiting Team Leader 2010 – Jack Coostow Environmental Technician 2006 – Ted E. Baer Administrative Assistant2011 – Chris Kringle 2007 – Morris (M.R.) GoodbarSecurity Systems Programmer MBA Graduate 2008 – James (Jim) Knee Cricket2012 – Charles Brown SalesMarketing Assistant 2009 – William B. Baggins Accounting
“Never in history have we been more in need of quality candidates from the board level to the shop floor…. …but the problem is that too often we want to hire people someone else has trained.” Frederick W. Taylor Principles of Scientific Management, 1911
Figure 41997 Sources of Hire 28.7% - Newspaper ads 19.7% - Employee Referrals 10.4% - Agency (Contingent) 8.7% - Contract Recruiters 8.3% - Job Fairs 5.0 % - Other advertising 4.6% - Image advertising 4.2% - Trade journals 2.9% - College 2.9% - Resume services 2.1% - Agency (Search) 2.1% - Internet 1.5% - Radio
Figure 11 Q: What impact does Social Media have? (Linkedin)Source: CareerXroads SOH, 2/2012
Recruiters say their mobile phones are… 22% ...able to tweet their jobs.13%...able to search their ATS
Candidates use their mobile phones to… ...navigate to your firm’s m.enabled Career 36% Site...TEXT, call 19.4% & search for newor chat with jobs?recruiters?...CHECK theirresume STATUS? 3.2% ...APPLY for a job with a 32% previously saved profile?
Definitions are Important: What is a Candidate?
Contrast This: Contrast this…“I received my job offer in writing after my Summerinternship and accepted immediately.”“The Recruiter who hired me does not respond to mytext messages, emails or phone calls. Does XXXXXXstill want me?”(Tweeted to over 500 friends on Facebook)
With This: …with this.-Recruiting passes the candidate to the Hiring Mgr- Candidate is assigned a Mentor.- Candidate option includes a return visit… bring anyone they wish.-Mentor invites mentee home for lunch.-Realtor shows Apartments/Homes.-Saturday dinner with department heads.-Candidate given agreed time to accept.(A Fortune 500 Consumer Product Company’s On-boarding practices…for entry level)
Bottom Line….engagement leads toGuess which one likely produced this resultperformance“I graduated last Friday.Started work with xxxxx on Monday in NYC.Tuesday I worked a 13 hour day.Tomorrow I have to get up at 5 AM to do itagain.No one told me….Work Sucks.”
Rule #1 – “Walk in My Shoes” e k hol c BlaSource and apologies: Non Sequitur, Wiley Miller 8/28/10
Rule #1 – “Walk in My Shoes” 52.7% 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
Do you ask ALL Candidates to give you feedback about your APPLICATION Process? 55 employers said 7.9 % of 6,652 candidates said “I was asked before beginning the application if I No 46.3% would be willing to provide feedback immediately after completing the application”. 46.3% No, (Some Not ALL). 7.3% 2.4% Yes Even those who abandonSource: thecandidateexperienceawards.org, 2011 the application
Do you survey ALL FINALISTS for their feedback? Employers said 68% of 2,162 Finalists Yes, after… said Yes, before… 22.0% “No” 7.3% No, but… 19.5% 51.2%NoSource: thecandidateexperienceawards.org, 2011
Rule #5 – “Deliver What You Promise” …our online application can be completed in less than two minutes. …all candidates…reviewed and communicated…1-20 days.
Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ Only 28 companies told Charles Brown he did not get the job or was not qualified. CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ 7 companies gave Charles a reference # that no one will ever remember CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
Rule #5 – “Deliver What You Promise” From the Offer to the Seat, It’s the ‘Lack of Love Tour’ WLGrace,USAA, Zappos etc. allowed Charles to check his Status – Best Practice CareerXroads Brown Bag Lunch Webinar Mystery Shopping May, 2012
ZapposHi Charles,Thank you so much for giving us the opportunity to consider you for ourMerchandise Planning Analyst position at Zappos.com, Inc. or its affiliates.I wish I had better news for you, but after reviewing your background andexperience against the position requirements, we just felt that there wasnt a strongenough match.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,The Zappos Family Recruiting Team
Rule #5 – “Deliver What You Promise” Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback