The document summarizes data from Aspen and Pando comparing Prime and Benchmark groups in their talent experiences. It finds that the Aspen Prime group scores above average on all measured experiences, has sufficient data, and a representative applicant pool. They have a net promoter score in the upper quartile. The Tech Prime group aggregates data from IT companies. The document provides recommendations in areas like the application process, sourcing, assessment, hiring manager behavior, teams, withdrawal and engagement based on differences found between the Prime groups and aggregates.

1. 1
Agenda
My Talent 42 Experience
About Andrew & Aspen
Our Data
Prime / Benchmark Groups
Prologue
The Methods
Ask & Answer Time

2. 6
NO JACKET REQUIRE
Dress code:
jeans, socks and
sandals, overalls,
whatever makes
you comfortable.
We're pretty casual
here. We dare you
to wear a prom
dress or a tie!

3. 6
ABOUT ASPEN & PANDO
Data solutions and analytics company
Our specialty is driving process improvement, identifying cost
reduction / reallocation and linking HR data to business outcomes
Set of products within Pando, an ecosystem of IP, algorithms,
business intelligence, and benchmarking
Our clients are large scale service providers in the HR space,
typically HR outsourcing, HR technology providers, job boards,
and large scale / specialized consulting companies

4. 6
WHAT IS THIS DATA?
There are companies that score well in satisfaction scores
and/or have more consistent stats on speed and service level
expectations. We are going to present the methods versus
others, and then compare to tech companies.
Data is a combination of system and engagement data. We
congeal data from systems and open web as well as
engagement survey based data from recruiters, candidates, and
hiring managers. Pando is tracking over 400 companies across
those data sets daily, soon to be 500. Survey data is combined
across several venues (ours, RPO, CandE, direct)

5. 6
PRIME GROUPS
A prime group is a select group of data sets that have something
in common, so their data is congealed and analyzed so it can be
compared to usually a single company (or another prime).
Aspen Prime
1) score above average on all experiences measured
2) enough data to be statistically viable (1000+ results)
3) have a representative applicant pool
4) have a net promoter score that is in the upper quartile
Answers for this Aspen Prime are in excess of 10,000 responses,
prime is currently fluctuating between 20 and 30 companies
(which itself is telling)

6. 6
PRIME GROUPS
A prime group is a select group of data sets that have something
in common, so their data is congealed and analyzed so it can be
compared to usually a single company (or another prime).
Tech Prime
Companies whose primary workforce is made up of IT
professionals who deliver products or services that are highly
dependent on that workforce executing that technology
1) no rating minimum
2) aggregates also jobs indicated as IT by function or job code
3) pure aggregate / no filter on candidate data
4) Over 5000 responses
5) 40+ companies are represented

7. 6
PROLOGUE | Experiences, with a “S”
Whose
experience
is this?

8. 6
APPLY / RESEARCH
@ create fewer steps in the application process and make it
expedient / much faster to execute yields much higher
concentration of 3/4/5 star results
79% PRIME vs. 71% TECH
@ on respective career sites clearly display and feature
corporate values, products/services information, why people want
to work here, employee testimonials, and why people stay with
the business.
58% AGGREGATE vs. 59% TECH
# financial information actually outpaced “why people stay” and
“products and service information” (reversed vs. Prime)

9. 6
APPLY / RESEARCH
# job descriptions, benefits, salary ranges and compensation
structure, successful candidate profiles for the job, and career
path examples should be easily displayed and featured on career
sites
# consider making your career site and subsequent microsites
core to all of your activities, and make that fact known inside your
business and with candidates
# allow candidates to finish applications completely, and then
submit - rather than not allowing them to finish the application
based on answers they are providing as they are taken

10. 6
SOURCING
@ increase the percentage of passive applicants per req
Aspen Prime has 15% more passive candidates
Tech prime same (within margin of error)
@ increase your batting average
Recruiting is batting .143, applicants converted to hiring manager
submits
# use techniques to control the potential number of applicants per
requisition to control over sourcing, especially in the professional
level positions

11. 6
ASSESSMENT
@ reduce the instances of one-to-one interviews while increasing
the pairing of hiring managers (2:1) together to interview a single
candidate simultaneously
Occurs 31% more in Aspen Prime vs. Aggregate
@ manage / increase your interview to offer ratio
Aggregate is 52/100 get offer post interview
Aspen Prime is 45/100 get offer post interview
Tech Prime has 57/100 are given an offer of employment
Tech is MUCH more aggressive in interview to offer ratios, which
correlations with lower scores

12. 6
ASSESSMENT
# increase use testing and assessment technologies
81% in Aspen Prime use, but almost none are considering a
change of vendor (shows high reliance and confidence)
# assess more applicants using technology, screening, or initial
conversations than you currently are
Aspen Prime shows a higher use of overall screening methods
using automation

13. 6
HIRING MANAGER BEHAVIOR
@ have hiring managers deliver the offer directly
Aspen Prime is 45% more often that Aggregate
Tech Prime is on the same level as the population
# key communications need to occur from hiring manager, not
recruiter
# increase the number of hiring manager interview engagements
with applicant

14. 6
HIRING MANAGER BEHAVIOR
# switch administrative tasks being carried out by recruiters to
hiring managers on interview days
# hiring manager has a PRINTED copy of the application or
resume, use a set of prepared questions, takes structured notes,
and explains and then uses behavioral based interview questions
Tech Prime trends slightly less on taking notes and using /
explaining behavioral based interview techniques

15. 6
TEAMS
@ compensate recruiters directly for candidate / hiring manager
experience feedback / ratings
Aspen Prime at 45% vs 16% at Aggregate
# use regular / ongoing surveying to track and manage candidate
experience
Aspen Prime at 81%
# add alerts / push notifications and reminder notices throughout
the process (use ATS, scheduling, and SMS)
Steady increasing trend (of note)

16. 6
WITHDRAWAL
@ Withdrawal ratings for Tech are different
Aspen Prime is mixed (41% 1 and 2 star)
Tech is more at 60.8% 1/2 star
@ Discrimination was also listed almost 3x as much
Aspen Prime 1.37 vs Tech Prime 4.57
# In Tech prime, those who withdrew said that “the process took
too long” or “my time was disrespected regarding appointments /
interviews” much more than Aspen Prime.

17. 6
ENGAGEMENT
# Have a deliberate selection process to determine who you are
going to offer, and expose that selection method to candidates
# Coordinate logistics directly for any meetings with candidates if
you do not already do so

18. 6
NO SIGNAL
# Use of career fairs or event based recruiting to increase
candidate experience increases index
# Providing more feedback will increasing index/rating
# Change the delivery method for dismissal is critical to
increasing index
# Aspen Prime does not have a different technology stack

19. 1
ASK & ANSWER
andrew@myaspenadvisor.com
212.519.9913
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