The document discusses the importance of candidate experience in recruitment, highlighting its impact on various performance metrics such as retention and revenue. It reveals that many employers have not effectively surveyed candidates or engaged in mystery shopping to improve their recruitment processes. The text also details findings from the Candidate Experience Awards and mentions specific communication practices regarding candidate updates and feedback.

1. The Candidate Experience Awards:
Recognizing Employers With
The Best Candidate Experience

2. The Driving Force

3. When it Begins

4. ROI
You may measure the impact directly:
- Your revenue.
- Your access to quality candidates.
- Your compensation strategy.
- Your hire conversion rate.
- Your new hire time to perform.
- Your retention.
- Your company’s performance.
The Candidate Experience WILL affect them all indirectly.

5. The State of Affairs
If the candidate experience is important…
….ask them

6. The State of Affairs
ONLY 5%…HAVE EVER
SURVEYED A SAMPLE
OF ALL CANDIDATES
ONLY 7%…HAVE EVER
ATTEMPTED TO
MYSTERYSHOP
52.7% (RECRUITERS)
69%…SURVEY FINALISTS. HAVE APPLIED TO THEIR
OWN JOBS
59.3%…CONDUCT FOCUS GROUPS
of NEW HIRES.
Source: CareerXroads survey, 2010

7. Mystery Shopping
2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
2010 – Jack Coostow Administrative Assistant
Environmental Technician 2007 – Morris (M.R.) Goodbar
MBA Graduate
2011 – Chris Kringle 2008 – James (Jim) Knee Cricket
Sales
Security Systems Programmer
2009 – William B. Baggins
Accounting

8. Mystery Shopping

9. Mystery Shopping
…Get FeedBack
...Give Evidence Candidates Are Welcome.
…Align Communication To Candidate Preferences
…Make Recruiters Accessible
…Answer ‘Why’
…Provide Relevant Content
…Demonstrate Respect.
Specifically:
- Acknowledge Interest
- Promise Closure
- Provide Next Steps
- Guarantee Privacy & Data Protection
- Communicate Closure
- Deliver on Status, Feedback and Guidance

10. Mystery Shopping
84% Acknowledged Chris
when he Applied
32% Informed Chris when he
was NOT selected

11. Mystery Shopping
Apr 5
Hi Chris,
Thank you so much for giving us the opportunity to consider you for our Information
Security Engineer position at Zappos.com, Inc. or its affiliates.
I wish I had better news for you, but after reviewing your background and experience
against the position requirements, we just felt that there wasn't a strong enough
match.
I really appreciate the time you took to apply and know how time consuming and
stressful a job search can be.
Please know that we will definitely keep your information on file for future potential
matches and wish you the best in the meantime.
Respectfully,
Tonya Shtarkman
The Zappos Family Recruiting Team

12. Candidate Experience Awards 2011
The Candidate Experience Awards:
- 100’s
- 58’s
- 33’s
-5
- 12,000
- 23

13. Company Profile Survey Awards:
The Candidate Experience Results
What is your organization's total North American
How many people are [directly] involved in
employee population?
North American recruiting?
100,000+
4%
Over 200
11%
25,000-
Under 500 100-200
100,000 Under 10
24% 9%
20%
34%
50-100
10,000-25,000 500-2,500 10%
11% 8% 25,000-75,000
2%
10,000-25,000 75,000+ 25-50
4% 0% 11%
2,500-10,000 5000-10,000 10-25
33% 7% 25%
Less than 100
19%
2500-5000 100-200
11% 6%
1000-2500
13% 200-500
17%
500-1000
21%
What were your total North American
new hire numbers in 2010?

14. Company Survey Question: How many Candidates apply and how
The Candidate Experience Awards:
many are NOT qualified?
11-25 < 90%
> 250 10-25% 10%
9% 12% 10%
25-50% 75-90%
101-250 22% 24%
29%
26-100
50%
50-75%
34%
How many Candidates are not
How many Candidates Apply?
Qualified?

15. Company Survey Question: What communication takes place between your
The Candidate Experience Awards:
company/recruiter and candidates who submitted UNQUALIFIED applications.
Nothing, the original response when the
application was submitted clearly stated
that we will only get back to candidates 'we
are interested in'.
9%
Recruiters are not required to respond but
26% some do based on their judgement that the
Other applicants might qualify in the future or be
24% qualified for other jobs, etc.
Recruiters are required to respond with a
10% standard 'thank you but...' using scripts that
suggest the position has been filled or that
more qualified candidates are being
considered.
31% Recruiters are required to respond to all
unqualified candidates with some
feedback.

16. Candidate Survey Question: Which of the following statements most closely
The Candidate Experience Awards:
represents your experience?
50.0%
45.0%
40.0%
35.0%
30.0%
25.0%
20.0%
15.0%
10.0%
5.0%
0.0%
I received an I received a I was provided I received an None of the Other (please
email from a phone call from a link where I email from a above. specify)
"do not reply" a recruiter could check the recruiter
address notifying i was status of my notifying me I
notifying me I not being application. was no longer
was not being considered.. being
considered. considered.