The document discusses improving the candidate experience in the recruiting process. It suggests that recruiters should customize their recruiting websites and communications for different target audiences like veterans. Recruiters should also anticipate candidates' questions, respect all candidates, and provide transparency around the hiring process and job roles to engage candidates and improve their experience.

1. Engage Them or Enrage Them: You Have A Choice Is your recruiting process World Class or No Class ?

2. WHEN WHAT HOW NEXT

3. When

4. What

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. Will “Candidates” continue to buy or recommend your products and services to others after applying for one of your jobs? Will “Candidates” go out of their way to tell their more qualified friends to apply…after you have turned them down? Will the “Candidates” you most want…choose you…or not? Are “Candidates” who become employees more…or less engaged? TODAY vs TOMORROW What Do You Measure? If you Change Their Experience …. … what will be different And who will care?

7. Are All Candidates Equal?

8. Are All Candidates Equal?

9. Do Candidates Always Become Employees?

10. You Offered Me Evidence That You See Me As An Individual. I Discovered People Like Me Who Are Valued Members of Your Company. I Found a Reason Why I Would Come and Stay [and work my butt off]. You Offered Me Evidence That You Are Telling the Truth. Target Engage Inform Respect How

11. Customize Navigation To Your Target Audience(s)

12. Military 15-20%

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%

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.

16. 91% of Americans&quot; have a mobile wireless subscription

20. Source: SHRM Staffing Research: The Employer Brand, April 2008 Core Values Excel Innovate Community

26. Who are these recruiters?

27. Who are these recruiters?

28. Who are these recruiters?

29. Who are these hiring managers?

30. What is the job like?

31. Anticipate Candidate Questions and Answer Them What is the job like?

32. What is the job like?

33. What is the job like?

34. 2007 2006 2005 2003 2004 2008 2009 36% 38% 32% 34% 28% 39% 51% How do people get here?

35. How do people get here?

36. What are the next steps?

37. Anticipate Candidate Questions and Answer Them What are the next steps?

38. How far can I go?

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?

41. Respect ALL Candidates - Acknowledge me ( ALL actions). acknowledge Promise to let me know when a selection is made. commit Promise to protect my data protect Tell me what comes next. disclose Offer me ‘Status’. respond When you Screen me, Tell me what you learned. share -Tell me what it takes to compete successfully. guide

42. James Knee Cricket

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:

44. 60%-78% Acknowledge 17 companies informed “Jim” when they rejected him.

45. Standard (35) - Thank you for your interest. - If we select you we will be in touch. - Do not reply

46. “ You will be informed when this position is filled” - Nike, Container Corporation….

47. Thank you (be specific) Brand (again and again) Create Expectations Promise closure Manage feedback

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

49. A promise.

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.

51. Two-and-a-half year paid training program Investment: Long term.

52. Investment: Long term.

53. Tie In Self-Assessments Self-Selection

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.

55. 54.9% No Facebook Linkedin Twitter Myspace Other 36.6% 14.1% 29.6% 38.0% 38.0% Collaboration

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