'Best' Recruiters Impact Candidate Experience

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Keynote at Award breakfast for DC Best Recruiters, ClearedJobs.net

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  • Only 38% of firms subsidize smartphones for recruiters and 29% f firms have no mobile capabilities whatsoever
  • 'Best' Recruiters Impact Candidate Experience

    1. 1. 1 Great Candidate Experience Starts with Great Recruiters Gerry Crispin, sphr
    2. 2. WHAT? WHO? HOW? WHY?
    3. 3. 4
    4. 4. 5
    5. 5. Behavioral Interviews (55%) Interviews with behaviorally anchored rating scales (24%) Scorable job applications (14%) Biodata Questionnaires (12%) Aptitude testing (26%) Skills testing (40%) Personality/ Workstyle Profiling (34%) Simulations (11%) Source: SHRM Candidate Evaluation Methods, Murphy – Selection Assessment guide, Pulokos
    6. 6. 7
    7. 7. Source and apologies: Non Sequitur, Wiley Miller 8/28/10
    8. 8. Are ALL Candidates Equal?
    9. 9. Are ALL Candidates Equal?
    10. 10. Are ALL Candidates Equal?
    11. 11. College 3rd Party Military Non-US Intern Referral
    12. 12. 15 Exploring The Candidate’s ExperienceDefine The Candidate Experience Candidate Experience is what THEY say it is, not how you think you’ve designed it.
    13. 13. 2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recruiting Team Leader 2006 – Ted E. Baer Administrative Assistant 2007 – Morris (M.R.) Goodbar MBA Graduate 2008 – James (Jim) Knee Cricket Sales 2009 – William B. Baggins Accounting 2010 – Jack Coostow Environmental Technician
    14. 14. • You Treat Me As A Partner In This Process. • I Discovered People Like Me Who Are Valued Members of You Company. • I Found a Reason Why I Would Come and Stay (and work my off). • You Offered Me Evidence That You Are Telling the Truth. Welcome Engage Inform Respect
    15. 15. Best-in-class recruiters ...Welcome Targeted Candidates …Align Communication To Candidate Preferences …Step Out Of the Dark …Demonstrate A Sense Of Urgency …Answer Relevant Questions Before They Are Asked …Offer Alternatives To Stay in Touch …Demonstrate Respect. Specifically: - Acknowledge Interest - Promise Closure - Provide Next Steps - Guarantee Privacy & Data Protection - Communicate Closure - Deliver on Status, Feedback and Guidance
    16. 16. l? 53% College ...Welcome Targeted Candidates
    17. 17. l? Military 15% ...Welcome Targeted Candidates
    18. 18. 3% Disability ...Welcome Targeted Candidates
    19. 19. 23 Customize Navigation To Your Target Audience(s)Customize Content to Your Target Audience(s)
    20. 20. …Align Communication To Candidate Preferences
    21. 21. …Align Communication To Candidate Preferences
    22. 22. Video sharing YouTube Major Job boardsNewsletter Facebook Linkedin Career Site Company Microblog Email signature linksConf./Campaign Landing Page Company Career Blog Alumni Networks Mobile Career Site Webinar/podcast Linkedin Groups SEM/SEO Niche Job Boards …Align Communication To Candidate Preferences
    23. 23. 91% of Americans“ have a mobile wireless subscription (What can you, your recruiters, your clients and jobseekers do with these?) …Align Communication To Candidate Preferences
    24. 24. ...TEXT, call or chat with recruiters ...NAVIGATE your firm’s m.enabled Career Site & search for new jobs . ...CHECK their resume STATUS. Can Your Candidates use their mobile phones to… ...APPLY for a job with a previously saved profile 40% 7.8% 15.7% 14.7% …Align Communication To Candidate Preferences
    25. 25. …Align Communication To Candidate Preferences
    26. 26. …Align Communication To Candidate Preferences
    27. 27. …Step Out Of The Dark
    28. 28. …Step Out Of The Dark
    29. 29. …Step Out Of The Dark
    30. 30. …Step Out Of The Dark
    31. 31. …Demonstrate a Sense of Urgency
    32. 32. …Demonstrate a Sense of Urgency
    33. 33. Why? …Answer Relevant Questions Before They Are Asked
    34. 34. What is the job like? …Answer Relevant Questions Before They Are Asked
    35. 35. What are the next steps? …Answer Relevant Questions Before They Are Asked
    36. 36. How far can I go? …Answer Relevant Questions Before They Are Asked
    37. 37. Do you share my values? …Answer Relevant Questions Before They Are Asked
    38. 38. How frequently does this position come open? How many people typically apply for this position? Where are successful candidates sourced from? What is the profile of the last person to compete successfully for this position? How long until it typically is filled? What happened to the previous incumbent? What [range] are you willing to pay? How competitive am I? …Answer Relevant Questions Before They Are Asked
    39. 39. …Answer Relevant Questions Before They Are Asked
    40. 40. …Offer Alternatives To Stay in Touch Newsletters Blogs Microblogs
    41. 41. Jobcasts Webinars Chat …Offer Alternatives To Stay in Touch
    42. 42. -Acknowledge Interest -Promise Closure - Provide Next Steps - Guarantee Privacy & Data Protection - Communicate Closure - Deliver on Status, Feedback and Guidance …Demonstrate Respect
    43. 43. 47 …Demonstrate Respect
    44. 44. 84% Acknowledged Jack when he Applied 26% Informed Jack when he was NOT selected …Demonstrate Respect
    45. 45. Standard (35) - Thank you for your interest. - If we select you we will be in touch - Do not reply …Demonstrate Respect
    46. 46. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback …Demonstrate Respect
    47. 47. If the candidate experience is important… ….ask them
    48. 48. Source: CareerXroads June, 2010 59.3%…CONDUCT FOCUS GROUPS of NEW HIRES. 69%…SURVEY FINALISTS. 86.7%…CHECK ONLINE JOB POSTINGS. ONLY 5%…HAVE EVER SURVEYED A SAMPLE OF ALL CANDIDATES
    49. 49. Source: CareerXroads June, 2010 62.1% (STAFF. LEADERS) OBSERVE RECRUITER INTERVIEWS 42.4% (STAFF. LEADERS) OBSERVE HIRING MANAGERS. 52.7% (RECRUITERS) HAVE APPLIED TO THEIR OWN JOBS ONLY 7%…HAVE EVER ATTEMPTED TO MYSTERYSHOP
    50. 50. Final thought If an exact duplicate of your very best employee was researching you and considering whether to apply right now, what would happen?
    51. 51. Gerry Crispin, sphr Co-Founder. Principal & Chief Navigator CareerXroads www. CareerXroads.com, mmc@careerxroads.com 732-821-6652 www.linkedin.com/in/gerrycrispin THINK Good Hunting! Explore our Website; Register for our Newsletter; Follow us on Twitter; Read our Blog; Link to us on Linkedin

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