“How the use of technology in your selection process, can help you to meet your candidate engagement agenda” - moving from recruiter to marketeer... one small step at a time! - how to balance attraction with selection - where our retail customers see value from video interviewing... a few examples

1. Using technology innovation can support your
candidate engagement agenda…
Really…..?

2. This session….
Who am I and where I’m from?
What are our customers challenges?
What’s the reality? Is this a wider issue?
How do you do it?
Who does it well?
What’s the benefit…

3. Who am I...

4. Kirstie Kelly - Director
Over 15 years experience
recruitment, hospitality, technology, brand and communication

5. Who we work with…

7. What we do…

8. Find the best-fit
candidates
Video
helps you
identify…
the
hidden
gems

9. Make the right short-listing
decisions, quickly
…by providing the tools for
structured, consistent and auditable
assessment.

10. How LaunchPad’s
video interviewing works
It’s not like Skype… Our 4 simple steps
make video interviewing effective and easy:
01
02
03
04
Set the questions
Invite candidates
Review response
Collaborate

12. Challenging times...

13. What are the challenges
our customers face?

14. How do they ‘connect’ with candidates...

15. How do they provide an exceptional
experience for ALL candidates?

16. How to balance attraction with selection…

17. How do they compel candidates to make the
right decision to join their brand?

18. How do they keep candidates engaged
throughout the hiring process?

19. What’s the reality?

20. Candidate Experience Awards 2013
How do you rate your overall experience with the company you‟ve applied to?
Negative Experience
- Black Hole Effect
0–3
0, 8
%
2, 4
%
16%
1, 4
%
Neutral Experience
Neither Negative nor
Positive
4–7
7, 9
%
6, 6
%
3, 4
% 4, 5
%
50%
5, 26
%
Positive Experience
- Awe Inspiring
8 – 10
10, 1
1%
33%
9, 9
%
8, 12
%

21. Candidate Experience Awards 2013
The majority of candidates (53 percent) claim some relationship at the outset.
47%
I had no
relationship with
the company
21.1%
I was/am a
customer of the
company
16.8%
I have Friends/
Family w/the
Company
9.1%
I follow the
company
6.0%
I am an
advocate for
the company

22. Candidate Experience Awards 2013
Communication with Candidates who are Not Selected
42.8%
Neutral
2.9%
Negative
48.5%
Positive
28.5%
Positive
Employers rated the company’s ability
to communicate with UNQUALIFIED
candidates.
8.6%
Negative
28.4%
Neutral
Employers rated the company’s ability
to communicate with QUALIFIED
candidates that have not been selected
for an interview.
43.6%
Negative
38.5%
Neutral
18%
Positive
Candidates rated the quality of the
communication provided after NOT
being selected.

23. Candidate Experience Awards 2013
Relationship After Applying

24. How likely are you to share your
experience: Positive or Negative?

25. Candidate Experience Awards 2013
What candidates say they want?
Be honest &
transparent
Why do I want
to be in your
community?
Treat me
with respect
Can I please get some
feedback?
Remove the long
winded
application
process
25

26. Candidate Experience Awards 2013
One third of those surveyed said they
received no response at all to an
application
Only 16% received phone calls from
the recruiter/hiring manager
providing little or general feedback
30% received a standard template
email without any specific details
17% received phone calls from the
recruiter/hiring manager, providing
specific feedback and answering any
questions

27. Candidate Experience Awards 2013
Over 30% of candidates said they didn‟t receive any feedback at all from their application and
seemed to fall into the black hole

28. How technology is enabling
candidate engagement

29. Explosion of video
interview technology for
convenience & cost savings
Mobile Job Apps,
Geographic conditions
driving change
Mobile
SLOW
Video
RAPID
Social Media
Intelligent use of social
media to drive referrals and
segmented employment
brand messages
‘apps’
empowering
ATS
Simulation
“Virtual Job try-outs” and
more interactive, practical
candidate assessments”
Gamification
technology coming of age to deliver a more
engaging and relevant experience
Courtesy of

30. Overall results
2700 candidates applied for role for Selfridges‟ new „Denim‟ department
46 offers were made
1.7% success rate using video interviewing
Previous campaigns using telephone screening have shown a 0.9% success rate
Assessment success
Offer rate for candidates invited to assessment:
Before LaunchPad
10% conversion
After LaunchPad
47% conversion
Candidate feedback (we survey all candidates who use LaunchPad)
​
“This really was a quick and easy way of completing my interview”...
​"I found it really motivating and it showed the company cares about everyone who applies"​

34. The world expects to be
mobile…

35. Growing Trends…
Reinvesting cost savings from
direct hiring into Candidate
Concierge
& Talent Adviser
services
Even greater emphasis and
appreciation of the value of
Alumni &
Employee Referral
Programmes
Candidate Satisfaction Surveys
RPO Contracts
Mystery Applicant
Candidate Satisfaction
embedded in
Recruiter KPIs
(and hiring managers?)

36. How do you balance their skills between that of
a recruiter and marketeer

37. 1. Awareness /
Introduction to the
company
2. Campaign specific /
Entry points
3. Making an
application
4. Assessment and
selection
Multiple chances to engage and
connect with candidates
Stages of engagement
8. Exit
communications
7. On-going
communications
6. First 90 days
5. From job offer to
first day

38. Here‟s why it works...

39. Leave candidates feeling
positively about the
company.
Give candidates an
opportunity to stand
out from the crowd.

40. Selection processes
should leave candidates
feeling positively about the
company.

41. Kirstie Kelly
Office: 0207 183 0418
Mobile: 07787 130512
Email: kirstie@launchpadrecruits.com
Website: launchpadrecruits.com