Gerry Crispin - Employer Branding & Culture Fit
•Download as PPT, PDF•
1 like•464 views
This document discusses the importance of candidate experience and provides strategies for improving it. It notes that 80% of a candidate's experience is driven by 5 practices: being accountable, fair, providing closure, managing expectations, and listening. It also warns of 3 "friends" that can negatively impact experience: going it alone, saying no too often, and over-relying on technology. The document advocates measuring candidate feedback and aligning recruiter performance to experience. It provides examples of companies that have improved experience through status updates, interview training, and applying customer service best practices.
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Viewers also liked (10)
Similar to Gerry Crispin - Employer Branding & Culture Fit
Similar to Gerry Crispin - Employer Branding & Culture Fit (20)
Recently uploaded
Recently uploaded (20)
Gerry Crispin - Employer Branding & Culture Fit
- 2. Candidate as Customer Gerry Crispin Founder & Principled Navigator 5 practices that drive candidate experience…and why that is important…really important.
- 3. 2016 CareerXroads Colloquium Members chris.hoyt@careerxroads.com | gerry.crispin@careerxroads.com AARP AbbVie ADP Amazon AstraZeneca Avery Dennison BASF Buffalo Wild Wings Campbell’s CapitalOne Cargill CDK Global Cigna Citrix Comcast Corning Davita Dell Deluxe Disney Edward Jones Eli Lilly Enterprise Holdings Ernst & Young FedEx Office Fidelity Fifth Thrid Bank GE Genentech Highmark Health IFF Informatica Ingersoll Rand Intuit Johnson & Johnson JP Morgan Chase Keysight Kimberly-Clark Lockheed Martin Macy’s Manulife Marriott International Merck Nationwide Nike Northwestern Mutual Ortho Clinical Diagnostics PepsiCo Pitney Bows PNLL QVC RSM Schneider Electric Scotia Bank Shaw Industries Shell So. California Edison Sprouts State Farm Stryker Target Thermo Fisher Scientific Time Warner Time Warner Cable Two Sigma Verizon Wireless Waste Management Wegmans Wells Fargo Whirlpool Yum! Brands
- 4. James Knee CricketJames Knee Cricket How To Influence The Candidate Experience
- 6. 80% of your candidates’ experience… (and the rating they will give you) …5 practices
- 7. Accountable (Measure and reward) Fairness (Influence Perception) Closure (Respond) Expectations (Set & Deliver) Listen (Demonstrate) Accountable (Measure & Reward) Fair (Influence Perception) Closure (Employer Response)
- 8. But first, 3 ‘friends’ to be wary of
- 9. GI=GO
- 10. SOS
- 11. TECH
- 12. Source: CareerXroads Candidate Experience monograph, March, 2011
- 17. “Given your experience applying to [yourcompanyname] would you refer others to consider working there and apply for a position?” 1 432 “I would go out of my way to discourage others from applying.” “I would go out of my way to encourage others to apply.” CANDE NET PROMOTER SCORE (CNPS) Source: TalentBoard 2015 Copyright © 5.0% 35.0%35.0%60.0%
- 18. Candidate Net Promoter Scores Source: TalentBoard 2015 Copyright © 30
- 21. MOBILE APPLY Abandonment Rates Increase Dramatically over 15 minutes
- 22. “How Likely are you to APPLY AGAIN?” “Extremely Likely” 5.7% (4.1%) “Definitely Not” “Extremely Likely” “Definitely Not” 24.7% (44.5%) 62.0% (85.3%) 0.6% (.4%) ATTITUDES DRIVE BEHAVIOR
- 23. “How Likely are you to REFER someone in the future?” I would actively encourage others to apply I would actively discourage others from applying I would actively encourage others to apply I would actively discourage others from applying 78.8% (81.5%) .8% (.3%) 4.5% (5.0%) 40.8% (44.8%) Source: TalentBoard 2015 Copyright © ATTITUDES DRIVE BEHAVIOR
- 24. “How Likely are you to SHARE with your Inner Circle?” 82.8% (All & College) 65.8% (All & College) Source: TalentBoard 2015 Copyright © INFLUENCE IS EXPANDING
- 25. “How Likely are you to SHARE your experience publicly?” 51.0% (All) 47.5% (College) 34.1% (All) 30.2% (College) INFLUENCE IS EXPANDING Source: TalentBoard 2015 Copyright ©
- 27. “Was there anything you wished you knew about [companyname] or the job BEFORE you… …applied? [50,641] …were interviewed? …accepted?
- 28. How much time did you invest in RESEARCHING [companyname] prior to applying?
- 29. PNNL, Corning, Cumming, T- Mobile • Promises candidates what to expect at each stage of the process. (map, infographic, video) Spectrum Health System • Interview Blitz. Promise decision and offer…or not, same day. • Ping Mgrs. who don’t follow up in 7 days- ‘Ping’ Accenture: • Developed a mobile interview app that can be customized by the recruiter for candidates to prepare more consistently for interviews etc. Genentech: • Require all candidates to take interview training. Enterprise • Promotion ‘Ticker’ Source: TalentBoard 2015 Copyright ©
- 31. Source: TalentBoard 2015 Copyright ©
- 32. “…were you invited by [companyname] to provide feedback about your experience…?” [25,385] FINALISTS were asked… Yes: I was invited to share my impressions about the interview process during the interview. Yes: I was invited to share my impressions about the interview process before any next steps. Yes: I was asked to relate my overall experiences later in the recruiting process. No: I was never asked Not sure: I don’t remember.
- 33. NBC Universal - RMS - Lockheed Chat Rooms: “You bring honest questions. We’ll bring honest answers.” Deloitte Surveys candidates about career goals to improve their Career Site. Cumming Gives every candidate a link to GlassDoor and encourages them to use it. Source: TalentBoard 2015 Copyright ©
- 35. “How is Candidate Experience and Recruiter Performance Aligned in your firm?”
- 37. Capital One: • Launched in 2012 a comprehensive metrics effort. Recruiters tied to weekly analytics. "Candidate first" training. Every person who applies is asked a series of questions about their treatment. 10,000 asks a month with 50% response rates. Ratings sliced and diced by location, level, function and recruiter. CH2M Hill: • Teams drive to improve end to end. NPS increases year over year in communication, ATS efficiency, mobile apply, etc. Monthly sentiment report. Progressive, ATT: • Quantified cost of a poor candidate experience, ROI, etc. Source: TalentBoard 2015 Copyright ©
- 39. “How satisfied were you with the ability to present your Skills, Knowledge and Experience…. …during the [Application] with [yourcompanyname]?” …during the [Interview] with [yourcompanyname]?” Source: TalentBoard 2015 Copyright ©
- 40. Hyatt • Aligns their well-known and well developed “guest experience” practices to the Candidate Experience – example: they introduce applicants to employees in interview process…much earlier in the process than they ordinarily would. Intel, ATT, Comcast • Created Candidate Care teams. Research candidates, fewer declines, measure touch points, respond to questions. BCBS Michigan • Status online. Feedback to candidates on request. Hilton, Humana • Built white glove practices for veterans and measured return…now are extending to all Source: TalentBoard 2015 Copyright © What didn’t we ask you…..?
- 42. Insure Closure What was the next step in the recruiting process you encountered with [companyname] after submitting your application? Source: TalentBoard 2015 Copyright ©
- 43. When you were informed you were no longer being considered, how was that done? - I was provided a link to check my status.- - I received an email from a Do Not Reply address notifying me. - I received an email from a recruiter or hiring manager. - I received a phone call from a recruiter or hiring manager. - Other
- 45. Additional INSIGHTS from 2015 www.TheCandEs.org
- 47. Takeaway: Those you hire & those you don’t are BOTH critical to you & your firm’s success.
- 49. • The mission of The Talent Board is to facilitate the evolution of the employment candidate experience principally through the annual production of The Candidate Experience Awards. • The CandE Awards is a free, annual competition process where: – Employers have the opportunity to benchmark their candidate experience against that of other companies – Employers have the opportunity to participate in a 3rd party survey of their employment candidates to see what their candidates really think of their process • The CandE Award process is a competition, but it is also designed to provide every organization that chooses to participate, confidential and specific feedback on how they can improve their candidate experience. http://bit.ly/2015CandE_Report http://www.theCandEs.org
Editor's Notes
- The importance of a candidate's experience is proving more important to securing quality hires than the long debated value of a candidate's source. Join Chris Hoyt as he shares how global companies are using both simple tactics and/or advanced technology to effectively attract and secure the best talent available. You'll learn the reasoning for some surprising tactics that are changing the way people view some employers, how recruiters are approaching a "time to find" metric of zero days and why Chris believes the recruiting funnel as we know it, is broken.
- Reminder: Always included with updated client list.
- It's also one of the reasons I'm so excited about things like the Candidate Experience Awards. How many people here have heard of the CandE's? For 5 years, these guys have quietly been gaining momentum and have hit an impressive stride in the US and UK, MEA and AsiaPac. Thousands of companies coming together (at no cost) to collaboratively collect and review information related to their candidate's experiences around the world.
- 38,000