The document discusses enhancing the candidate experience from initial contact to onboarding, highlighting its impact on business and brand. It emphasizes the importance of employer branding, customization of application processes, and effective onboarding practices to attract and retain talent. Key takeaways include understanding global brand differences and fostering a strong company culture to improve employee engagement and retention.

1. Extending the Candidate Experience
from Shoulder Tap to First Day

2. Director of Recruitment
Intelligence and Innovation
Edward Dias
L’Oréal
Lisa Holden
Glassdoor
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Employer
Communications Manager
David Pumpelly
Avature
Director of Talent Solutions

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Candidate Experience from a Different Perspective

4. Agenda
Business & Brand Impact
Attract & Engage
Application
Interview & Feedback
Offer Management & Dispositioning
Onboarding
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5. Defining Candidate Experience
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6. The Effect of Candidate Experience
on Your Business and Brand

7. Brand Impact at L’Oréal
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8. L’Oréal in Top 20 Most Diverse & Inclusive
Organizations Globally
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L’Oréal was recognized as one of
the top 20 companies for
diversity and inclusion, achieving
a #19 ranking among over 5,000
companies evaluated worldwide
by the new Thomson Reuters
D&I index.
Top 100
Company 2016 Thomson Reuters
Diversity & Inclusion Index

9. Business & Brand Impact
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10. What Is an Employer Brand?
Your Reputation
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11. What Is an Employer Brand?
Your Culture
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CEOs and HR leaders now recognize that culture
drives people’s behavior, innovation, and customer
service, and 82% of leaders believe company
culture gives them a competitive advantage.
(source: Deloitte 2015 Human Capital Trends)

12. What Is an Employer Brand?
Your Mission & Values
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Mission & values should:
• Instill purpose
• Inform behavior
• Motivate through tough times

13. What Is an Employer Brand?
Your People
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Engage Brand
Ambassadors:
“When employees share
content, it receives higher
amplification rate than brand-
shared content“

14. Candidate Experience through
Attract and Engage

15. Attract & Engage
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Answers to ‘Why’ People Stay Here
Financial Information
Answers to ‘Why’ People Want to Work Here
Employee Testimonials
Product / Services Information
Values 41.80%
36.60%
34.90%
30.80%
22.00%
23.70%
Source: TalentBoard 2015
What Candidates want to see on your Career Site:

16. Everyone Is Always Looking
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17. Passive & Active Candidates - Channels
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ActivePassive
• Social media
• SEO
• Referral campaigns
• Sourcing
• Job search engine
• Job boards
• Google search
• Glassdoor
• LinkedIn
• Talking to friends

18. Attracting & Engaging Talent at L’Oréal
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20. Candidates as Customers
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of active job seekers are likely to apply to a
job if the employer actively manages its
employer brand (e.g. responds to reviews,
updates their profile, shares updates on the
culture and work environment).
69%
Source: Glassdoor U.S. Site Survey, January 2016

21. Candidate Experience
through Application

22. Application
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23. Customized Application Processes at L’Oréal

24. Customized Application Processes at L’Oréal
Smart automation
Flexible processes
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25. Giving Candidates a Smooth Experience
Make your company an attractive place to work. Candidates want:
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Applying to jobs quick and easy - applying through mobile.
Consistency in employer brand across your recruiting channels – via
live recruiters, careers page, job boards, social recruitment
channels, etc.
A fantastic apply experience - one-click apply through social profiles

26. Candidate Experience through
Interview and Feedback

27. Interview and Feedback
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28. Supporting Candidates at L’Oréal
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29. Candidate Experience through Offer
Management & Dispositioning

30. Managing Your Offers and Dispositions
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31. Dispositioning at L’Oreal
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TRANSPARENCY

32. Dispositioning at L’Oréal
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33. Positive Dispositioning at L’Oréal
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Career advice
Course suggestions
Insight on future potential fit

34. Positive Dispositioning
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Be timely
Be compassionate
Be inquisitive
Be a recruiter
Build a relationship

35. Extending the Candidate Experience
to First Day and Beyond - Onboarding

36. First Day & Beyond
33% of new hires
actively start looking
for a new job
A poor onboarding
process can lead to:
66% of organizations
claimed a higher rate of
successful integration of
new hires into company
culture
54% of organizations
saw significant gains in
employee engagement
With a well
structured onboarding:
90% of new hires
decide whether to
stay at a company
- For millennials, the %
is even higher
66% of new hires
stay longer than 3 years

37. First Day & Beyond
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A welcome
email
from the hiring
manager
Prescheduled
training and
orientation
meetings
Meet the team and
learn people's
faces before their
first day
Information on what
to wear, how to get
to work, where to
buy lunch
An invitation to
lunch with their
team
Learn about
company values,
Goals and
objectives

38. Onboarding Initiatives
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39. Key Takeaways
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Understand global brand differences
Customize the application process
Tell your story
Take a long term view on talent

40. Questions?

41. Thank You!