Driving World-Class Candidate Experience
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What are great companies doing to ensure candidates have a great candidate experience. Also, technology recommendations on which tech helps you automatically drive great CX.
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Driving World-Class Candidate Experience
- 1. Driving World-Class Candidate Experience!
- 2. Presenter Info • I’ve railed against CX for 8 years! • Blogger #1 at the aptly named Tim Sackett Project • Contributor at Fistful of Talent • Author of the new book - “The Talent Fix”
- 4. Where do you think your CX falls down the most? • Pre-apply (website, branding, etc.) •The apply process (time, cumbersome, etc.) •The interview process (time, hiring managers, etc.) •Post Interview (feedback loop, etc.) •Offer stage (counters, competition, etc.)
- 9. What’s actually happening? • Only 7.1% of organizations even survey candidates to understand their experience. • 61.1% of organizations don’t even measure CX. • 46% of candidates have a negative overall candidate experience. Thetalentboard.org
- 10. What’s actually happening? • 47% of candidates are not hearing back 2-3 months after they applied (The Black Hole!) • Only 39% of candidates receive a call from their manager prior to starting their job. Thetalentboard.org
- 11. What do candidates want? • They want to know who you truly are as an org. •They want to know the path they’ll be on. • They want to know where they stand. • Just tell us something! Thetalentboard.org
- 13. The focus of the Candidate Journey: • Pre-apply •Career site, job postings, social, content, etc. • Apply •Conversion, process, assessments, etc. • Interview •Wow experience, culture, etc.
- 14. The miss of the Candidate Journey:
- 16. Maslow’s Hierarchy of Needs (revised 2018)
- 17. Strategies for World-Class CX!
- 18. #1 – Never forget your buyer! • When was the last time you applied for your own jobs? On mobile? • Lose the power trip. • Do you have a candidate contract? We all have SLAs with our HM’s, what about Candidates?
- 19. The Non-Negotiables to Great CX: 1. We got your stuff. 2. Here are the next steps. 3. 24 hour interview feedback. 4. 100% Disposition. 100% personalized for those who interviewed.
- 20. #2 – Remove Friction! • What hoops and roadblocks are you putting in the way of candidates to make your life easier? Or just to be a D*ck? • BTW – Google hates you for doing this! • Do you know as what exact point your candidates are falling off?
- 25. Hyper-Personalization Maximizes CX! • I don’t want the same Nikes everyone has, I want the Nikes I designed online myself! • Candidates don’t want to apply to your jobs, they want to apply to ‘their’ job. • How can you use personalization to get ‘a’ candidate interested, and everyone talking?
- 26. #4 – Don’t allow HM’s to Screw it Up! • HM’s can’t be your barrier to great CX, if they are, fix it. • Measure and scoreboard those things that are holding you back. • It really helps to get executive buy-in on the front side! Good News – They’re ready!
- 27. #5 – Get real data around your CX! • Some ATSs will have this built in, but you can do this manually as well. Just start! • Focus on data that candidates find important – read the Talent Board report! • Don’t give out free nachos or friends a family discounts!
- 29. The Journey Ends at some Point! • When are candidates Expectations of you as a potential employer the highest? • Are you using the same offer letter you’ve used for 2 decades? • Do you have candidates deciding on multiple offers, not just yours?
- 32. You have to get survey data! • Manual through email. •Cheap alternatives like – SurveyMonkey •Yell at your ATS provider – unless you have Greenhouse. •CX Survey companies like Survale.
- 33. We just don’t have time for this… • Don’t rely on just your ATS to deliver automated, out of the box messaging. Candidates hate that! • Go long on SMS. If you breakup with someone on Text, you can disposition them! • Look into AI enabled tech to screen more candidates. And give each candidate a voice!
- 35. gettalk.at/CX Free Download of: The Talent Fix eBook: Building the Perfect TA Tech Stack
Editor's Notes
- I’ve always believed in the simplicity of the golden rule. I thought that was enough! Then, my Gen Z kids starting interviewing and I realized how awful we are at this stuff!
- The reality is candidates have super low expectations from us as employers. SUPER LOW!
- I mean all they want is for us to tell them like three things! Did you get my application? Do you like me? Yes or No
- Based on over 100K responses from candidates. This statistically matters! What stands out to you the most?
- Based on over 100K responses from candidates. This statistically matters!
- The Candidate Journey
- From offer to start date – Ironically this is when…
- Here’s what we know about generations when we are young – You give us all this attention and then we hear nothing – then we are shocked when no one shows up! Great CX is giving attention from beginning to end – but not all the same. You build it up over, otherwise the process becomes disappointing. Ask yourself how many people are rejecting your offers? If this is a problem for you – you know the closing isn’t working.
- 15-20 minutes is a joke! We have this teacher lounge mentality in TA and HR.
- What do you really need to find out if someone is interested in your job? Once you get them to fall in love with you, then make their life miserable!
- My friends at Recruiting Social put this one together!
- AllyO is delivering 100% of candidates to your pipeline.
- The eBook lists over 100 TA technologies that I’ve personally demo’d plus gives you great tips on using and buying TA Tech! You will be asked 1 question and given a chance to leave a comment – basically it’s 2 clicks to get the eBook! Super simple and it actually gives me great feedback on how I’m doing!