The Candidate Experience - Risks, rewards, opportunities.
•Download as PPTX, PDF•
1 like•462 views
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Similar to The Candidate Experience - Risks, rewards, opportunities.
Similar to The Candidate Experience - Risks, rewards, opportunities. (20)
Recently uploaded
Recently uploaded (20)
The Candidate Experience - Risks, rewards, opportunities.
- 1. The Candidate Experience Risks, Rewards & Opportunities
- 2. Hello • Howard Weintraub • Nuuvo-B2E • Canadian Lead – Candidate Experience Awards • @howiew
- 3. Information to cover • What is the Candidate Experience? • Why do we care? • Opportunities and Risks • Things to think about • The CandEs – Candidate Experience Awards • Panel: 2014 CandE Winners
- 4. Candidate Experience - defined Recruiting, screening and hiring processes from the perspective of participants who, historically, have had the least amount of influence – the candidate.
- 5. Why do we care? • Recruiters/Talent Acquisition professionals do not WANT to purposely treat candidates poorly. • It’s a result of • Resources • Time • Volume • Processes • Technologies
- 6. ASSUMPTION A business that treats its candidates well – even those not hired – benefits in measurable ways and should be recognized…. • No data • No agreement on definition or practices about treating candidates well.
- 7. The CandEs – Candidate Experience Awards • 2010 - Talent Board – founding non-profit of the CandEs • Completed 4th year - Inaugural awards in 2011 • All council members are volunteers • NO COST to participate - Sponsor driven • Anonymous entries • Only winners are publicized • Annual symposium (inaugurated 2014) • Benchmark and survey data provided to participants • Whitepaper published and made available for download to public.
- 8. Benefits of a positive Candidate Experience • Re-applies • 95% would re-apply • Increased referrals • 96.9% would refer someone to apply • Boost customer affinity • Increase sales, organizational performance • 23% would increase their customer status • Enhance reputation/employer brand • Positive sharing/ambassadors • 82.3% would share with their inner circle • 50.5% would blog or socialize their positive experience • Positive spillover to employee engagement * from 2014 CandEs candidate survey
- 9. Risks of a negative Candidate Experience • Fewer re-applies • 72.8% would NOT re-apply • Fewer referrals • > 34% would refer others • Decreased customer affinity • sales, organizational performance • 9% who are customers would leave • Diminished reputation/employer brand • Negative sharing/critics • 32% would be willing to speak out publicly about a negative experience. • Negative spillover to employee engagement * from 2014 CandEs candidate survey
- 10. Candidate Experience Phases (Touchpoints) 1. Candidate Attraction • Research materials, available content, branding 2. Expression of Interest • Application processes, formats, technologies 3. Candidate Dispositioning • How employers inform candidates deemed “not qualified”, if at all (black hole?) 4. Candidate Evaluation • Actions and content employers use when evaluating candidates 5. Candidate Selection • How employers engage with selected candidates for offers (Onboarding)
- 11. Characteristics to think about • Sourcing channels/methods • Valuable recruiting content • Transparency/authenticity • Setting expectations • Privacy Commitments • Length of time to apply • Asking for candidate feedback • Thanking candidate for applying • Providing status updates/feedback • Dispositioning qualified candidates • Dispositioning unqualified candidates • Applicant tracking systems • Types of screening questions • Screening & testing vehicles • Interview types & quality • Interview job relevance • Number of interviews • Onboarding methods & quality
- 12. The CandEs – Candidate Experience Awards • The CandEs process • A competition • Provide participants with confidential and specific feedback on how they can improve their candidate experience. • Opportunity to benchmark their candidate experience against other companies • 3 steps: 1. Application to participate - thecandidateexperienceawards.org 2. Qualify 3. 3rd party candidate survey – to see what their candidates really think of their process
- 13. Awareness and Adoption is growing fast! 250 200 150 100 50 0 2011 2012 2013 2014 71 90 138 205 5 37 64 62 North American Participation Levels Company Registrations Completed Round One Completed Round Two Winners
- 14. Valuable, industry leading data 11,500 # Candidate Surveys 170,000+ Candidates surveyed in 4 17,500 46,000 96,000 120,000 100,000 80,000 60,000 40,000 20,000 0 2011 2012 2013 2014 # Candidate Surveys years!
- 15. For more info about The CandEs @TheCandEs facebook.com/CandEAwards Search Groups: “Candidate Experience Awards” hweintraub@nuuvo-b2e.com 416-398-9752 @howiew
Editor's Notes
- Here to shed some light on THE CANDIDATE EXPERIENCE [CLICK]
- Hello I’m Howard Weintraub, one of your next speakers, and I have the unenviable part of being the guy who sits between you and the end of Summit cocktails. [CLICK] I have been in the Talent Acquisition space for about 25 years and have seen interesting trends in that time. I spent a lot of time in Recruitment marketing and Employer Branding, and in my consultancy, Nuuvo-B2E, I work with clients to help them conduct challenging searches, as well as to help them optimize their own capabilities through attracting and engaging Talent communities in interesting ways. A couple of years ago, I also met my co-presenter here at the Recruitment Innovation Summit and a couple of calls later, I volunteered to head up the Canadian effort for the Candidate Experience awards, which we’ll be talking about shortly. [CLICK to reveal Gerry’s details] Gerry Crispin needs little introduction to those in the Talent space. Gerry modestly calls himself a “Life-long student of staffing”. We all know him as a global thought leader in Staffing. He is a co-founder of CareerXroads, which among many other things, was the first organization to take a good, hard look at Career websites, rank them and write about them in an annual report. As careersite pundits, CareerXroads provided the corporate staffing community with valuable direction and expertise as these critical tools have evolved. Gerry is also a co-founder of the Talent Board, together with Elaine Orler and Ed Newman. The Talent Board is the non-profit organization that was founded to run the Candidate Experience Awards, now in its 5th year. I think his quote on the CandEs site tells the story about one of Gerry’s passions [CLICK]
- “Candidate Experience” may seem like a pretty obvious concept, but its open to interpretation. I will take you thru a few topics that will help get us all on the same page. > Lets define it > Why should we care about it? > There are opportunities to be exploited, especially for early adopters. I will show you some data from a pretty vast pool of candidates that shows a positive experience matters. That its not just because you’re being human; that there are real benefits. And as such, are there risks or potential costs to be aware of if you provide a negative experience? > I’ll briefly touch on some of the candidate touchpoints where you may already be there and not realizing it, or where you can start. > Share some information about the Candidate Experience Awards (CandEs) and how you can participate. > And then we’ve brought in an illustrious panel of knowledge leaders - the 3 Canadian winners of the 2014 CandEs – to share some of their experiences and answer any of your questions.
- Here is one way to look at how to define the candidate experience. In effect, it’s all of the touchpoints to which they're exposed, and the way they feel about them.
- Let me give everyone an out. We don’t think organizations that deliver a negative experience do it purposely. They're really not bad people! Its more about the fact that as the processes have been developed, factors such as costs and efficiency, volume and speed…have been the driving force. To paraphrase XXXX’s quote, we’ve simplified the process WITHOUT including candidates in the equation.
- When the Candidate Experience movement was just a thought, everyone agreed that it was safe to assume that there are benefits that could be realized if you engage with people in a positive way, and that if you do, they will like you, support you and they will become your ambassadors. But there was no data available to support it. There were no standards to define what it means to provide a “positive candidate experience”. So how do you go to your leaders to suggest changes to the way you do things - possibly asking for resources – because your gut is telling you to do it, or because it’s the right thing? Good luck with that!
- > And so the CandEs were born in 2010 – the brainchild of Chris Forman, Elaine Orler, Ed Newman and Gerry. > 4th year of awards just completed. > Totally volunteer driven – only one full time paid employee. Funded by sponsors and no cost to participate. > Anonymous entries. Organizations don’t have their names disclosed if they’re participating, and only winner names are made public. In fact, there’s a “Chinese wall” between volunteers and the judging panel. Me and my council don’t even know who enters. > 2014 award winners announced this year in mid-Sept at the first symposium in Chicago. > The data is provided to participants in your own password protected portal that measures your scores against everyone else who participates. > A whitepaper with the data I’m about to share with you is also available to whoever wants it.
- Here are some of the takeaways that were measured by the data. For organizations that provided a positive candidate experience, they benefit by A high percentage of candidates would apply again Refer someone else to apply If they already were a customer of the company to which they applied, 1 in 4 would increase their purchases or customer status. They would talk about it to friends, family, colleagues etc. in a positive way. We care about employee engagement, and while the survey doesn’t measure it, if your employees are hearing positive things about the organization, they are likely to feel better about working there.
- And here’s the corollary – a NEGATIVE experience flips the scale the other way. Fewer re-applies Fewer referrals 9% of candidates who were customers would go to a competitor They’re going to out you in public, on social media, whenever and wherever they have a chance. And if you think the message isn’t going to find its way back to your own employees, think again.
- These are the areas that are looked at: How you promote your company, your jobs and brand. What does your application process look like, including how long and/or onerous it is Do you and how do you let people know they are in or out? How do you assess, interview, test, etc? What does your selection and onboarding process look like?
- And these are just a few of the practical considerations.
- If you would like to take part in the CandEs, here is what it looks like.
- Just a picture of the growth of the CandEs in 4 years. - From 70 companies participating in Y1 to 205 in 2014
- And an even more exciting piece of information is how many candidates have participated in the survey part of the process. 11,000 in Y1 to almost 100,000 in this past year. Over 170,000 survey in the aggregate.
- Come to me later and I give you a card and can send this to you, or simply e-mail me.