Engage Them or Enrage Them: You Have A Choice Is your recruiting process  World Class  or  No Class ?
WHEN WHAT HOW NEXT
When
What
What Do You Measure? Source: Shaker Consulting Group www.shakercg.com (43%) (29%) (28%) Is Your  Candidate Experience  So ...
<ul><li>Will “Candidates” continue to buy or recommend your products and services to others after applying for one of your...
Are All Candidates Equal?
Are All Candidates Equal?
Do Candidates Always Become Employees?
<ul><li>You Offered Me Evidence That You See Me As An Individual. </li></ul><ul><li>I Discovered People Like Me Who Are Va...
Customize Navigation To Your Target Audience(s)
Military 15-20%
Source: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf _ Our Staffing pages display an EEO policy statem...
 
Enterprise wide, single-purpose  hardware & software  communications app Draft or expand existing communications policy to...
91% of Americans&quot; have a mobile wireless subscription
 
 
 
Source: SHRM Staffing Research: The Employer Brand, April 2008 Core Values Excel Innovate Community
 
 
 
 
Who are these recruiters?
Who are these recruiters?
Who are these recruiters?
Who are these hiring managers?
What is the job like?
Anticipate Candidate Questions and Answer Them What is the job like?
What is the job like?
What is the job like?
2007 2006 2005 2003 2004 2008 2009 36% 38% 32% 34% 28% 39% 51% How do people get here?
How do people get here?
What are the next steps?
Anticipate Candidate Questions and Answer Them What are the next steps?
How far can I go?
How frequently does this position come open?  How many people typically apply for this position? Where are successful cand...
 
Respect ALL Candidates <ul><li>- Acknowledge me ( ALL  actions). </li></ul><ul><li>acknowledge </li></ul><ul><li>Promise t...
James Knee Cricket
2003 - Vinnie Boombotz Credit and Collections Supervisor 2004 - Gold E. Locks Marketing Assistant 2005 - Josh Randall Recr...
60%-78% Acknowledge 17 companies informed “Jim”  when they rejected him.
Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply
“ You will be informed when this position is filled” - Nike, Container Corporation….
Thank you (be specific) Brand (again and again) Create  Expectations Promise closure Manage feedback
“ The meaning that attaches to the emotions, events  and subsequent actions of people who seek, express interest or accept...
A promise.
… I will seek a course that enhances the value  my enterprise can create for society over the long term. … I will strive t...
Two-and-a-half year  paid  training program  Investment: Long term.
Investment: Long term.
Tie In Self-Assessments Self-Selection
Future/Convergence _Interactive FAQs _Video of High Performers _Salary/Career Progression _Video Overview  _Qualifications...
54.9% No  Facebook  Linkedin  Twitter Myspace Other  36.6% 14.1% 29.6% 38.0% 38.0% Collaboration
Good Hunting! Explore our  Website ; Register for our  Newsletter ;  Follow us on  Twitter ; Read our  Blog ; Link to us o...
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Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 2010 - Gerry Crispin

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Anyone who has looked for a job in the last decade has a moment when they suddenly realize they really aren’t going to be treated like a customer. In fact, the staffing equivalent of customer service typically reminds you not to bother to email. So why should you care? Gerry will share 5 questions every recruiting leader should ask themselves before they even begin to think about what candidate experience should mean to you. He’ll also share a dozen best practices (and a few of the worst) before he’s done as he reviews some of his more unique research approaches- applying to hundreds of companies each year under an assumed name.

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  • Who are the most important people Disney experience Beyond HR: The new science of Human Capital employees who have the greatest impact on the bottom line.
  • Find a picture of the source of a river
  • All are large firms ranging from 5000 employees to more than 100,000 (averaging 35,000) 80% Are between 15,000 to 50,000.
  • Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 2010 - Gerry Crispin

    1. 1. Engage Them or Enrage Them: You Have A Choice Is your recruiting process World Class or No Class ?
    2. 2. WHEN WHAT HOW NEXT
    3. 3. When
    4. 4. What
    5. 5. What Do You Measure? Source: Shaker Consulting Group www.shakercg.com (43%) (29%) (28%) Is Your Candidate Experience So Good It Is Viral? Do You Ask Candidates About Their Experience? 86% 14% YES NO Don’t Know NO YES
    6. 6. <ul><li>Will “Candidates” continue to buy or recommend your products and services to others after applying for one of your jobs? </li></ul><ul><li>Will “Candidates” go out of their way to tell their more qualified friends to apply…after you have turned them down? </li></ul><ul><li>Will the “Candidates” you most want…choose you…or not? </li></ul><ul><li>Are “Candidates” who become employees more…or less engaged? </li></ul>TODAY vs TOMORROW What Do You Measure? If you Change Their Experience …. … what will be different And who will care?
    7. 7. Are All Candidates Equal?
    8. 8. Are All Candidates Equal?
    9. 9. Do Candidates Always Become Employees?
    10. 10. <ul><li>You Offered Me Evidence That You See Me As An Individual. </li></ul><ul><li>I Discovered People Like Me Who Are Valued Members of Your Company. </li></ul><ul><li>I Found a Reason Why I Would Come and Stay [and work my butt off]. </li></ul><ul><li>You Offered Me Evidence That You Are Telling the Truth. </li></ul>Target Engage Inform Respect How
    11. 11. Customize Navigation To Your Target Audience(s)
    12. 12. Military 15-20%
    13. 13. Source: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf _ Our Staffing pages display an EEO policy statement. _ Our Staffing pages offer separate info describing accommodations in applying for a job. _ Our Staffing pages can be navigated with a screen reader. _ [disabled] Visitors can request more time before any [staffing] page &quot;times out&quot;. _ Our Staffing pages avoid blinking, marquee and other epileptic seizure triggers. _ Our Staffing pages allow [disabled] users to skip past repetitive navigation links. _ Our Staffing pages provide captioning for all video and audio content. _ Our Staffing pages can be accessed w/o using a mouse. _ Our Staffing pages offer functional online forms, PDFs and PPTs for screen readers. _ Our staffing pages show employees who are visibly disabled Disability <3%
    14. 15. Enterprise wide, single-purpose hardware & software communications app Draft or expand existing communications policy to include: - How you monitor employee communications, articles, quotes and postings in media outside the firm. - Examples of use of social networking to advance corporate interests and vice versa - Corporate interest in [or not] in dealing directly with providers of communication, social network, collaboration technologies/providers. - How the company and employees can best avoid potential conflicts of interests, legal issues such as collusion, etc. - Protocols for permitting recommendations and endorsements - Acknowledgement of boundaries of employee free speech, free association, and privacy rights in US, etc.
    15. 16. 91% of Americans&quot; have a mobile wireless subscription
    16. 20. Source: SHRM Staffing Research: The Employer Brand, April 2008 Core Values Excel Innovate Community
    17. 23.
    18. 26. Who are these recruiters?
    19. 27. Who are these recruiters?
    20. 28. Who are these recruiters?
    21. 29. Who are these hiring managers?
    22. 30. What is the job like?
    23. 31. Anticipate Candidate Questions and Answer Them What is the job like?
    24. 32. What is the job like?
    25. 33. What is the job like?
    26. 34. 2007 2006 2005 2003 2004 2008 2009 36% 38% 32% 34% 28% 39% 51% How do people get here?
    27. 35. How do people get here?
    28. 36. What are the next steps?
    29. 37. Anticipate Candidate Questions and Answer Them What are the next steps?
    30. 38. How far can I go?
    31. 39. 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? What does the Career Map of someone in this position look like?
    32. 41. Respect ALL Candidates <ul><li>- Acknowledge me ( ALL actions). </li></ul><ul><li>acknowledge </li></ul><ul><li>Promise to let me know when a selection is made. commit </li></ul><ul><li>Promise to protect my data </li></ul><ul><ul><ul><li>protect </li></ul></ul></ul><ul><li>Tell me what comes next. </li></ul><ul><li>disclose </li></ul><ul><li>Offer me ‘Status’. </li></ul><ul><li>respond </li></ul><ul><li>When you Screen me, Tell me what you learned. </li></ul><ul><li>share </li></ul><ul><li>-Tell me what it takes to compete successfully. </li></ul><ul><li>guide </li></ul>
    33. 42. James Knee Cricket
    34. 43. 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 Mystery Shoppers 20 Out-of-work HR Directors Apply to:
    35. 44. 60%-78% Acknowledge 17 companies informed “Jim” when they rejected him.
    36. 45. Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply
    37. 46. “ You will be informed when this position is filled” - Nike, Container Corporation….
    38. 47. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback
    39. 48. “ The meaning that attaches to the emotions, events and subsequent actions of people who seek, express interest or accept an employer’s invitation to compete for a specific position.” Exploring The Candidate’s Experience Define The Candidate Experience Next
    40. 49. A promise.
    41. 50. … I will seek a course that enhances the value my enterprise can create for society over the long term. … I will strive to create sustainable economic, social, and environmental prosperity worldwide. A passion.
    42. 51. Two-and-a-half year paid training program Investment: Long term.
    43. 52. Investment: Long term.
    44. 53. Tie In Self-Assessments Self-Selection
    45. 54. Future/Convergence _Interactive FAQs _Video of High Performers _Salary/Career Progression _Video Overview _Qualifications tied to Virtual Job Shadow Vignettes _Access to Recruiters & Hiring Mgrs _Data on current & projected openings & demographics _Self-Assessments in the form of Simulations _Direct Apply button _Links to related SN/CS Full Transparency.
    46. 55. 54.9% No Facebook Linkedin Twitter Myspace Other 36.6% 14.1% 29.6% 38.0% 38.0% Collaboration
    47. 56. Good Hunting! Explore our Website ; Register for our Newsletter ; Follow us on Twitter ; Read our Blog ; Link to us on Linkedin Mark Mehler & Gerry Crispin Founders and Principals CareerXroads www. CareerXroads.com, [email_address] 732-821-6652 THINK

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