This webinar aims to help HR professionals like you consistently win the best talent in today's fiercely competitive job market. The first step is designing an experience that is great for both you and the candidate, one that doesn't stop once they receive their offer letter. This webinar was originally presented on 9/6/17 by Workable and Sapling. More resources from Workable: https://resources.workable.com/tutorial/candidate-experience https://resources.workable.com/tutorial/candidate-experience-survey https://resources.workable.com/blog/5-steps-online-candidate-experience https://resources.workable.com/blog/recruiting-email-templates https://resources.workable.com/tutorial/faq-hiring-process

1. +
How to Design an Amazing
Candidate and New Hire
Experience
September 6, 2017

2. Hello!
Bart Macdonald
CEO + CoFounder of Sapling
Elizabeth Onishuk
Talent Acquisition Manager at Workable
Erin Hughes
Moderator + Programs Marketing Associate at
Workable

3. Agenda
1. The Changing Talent Landscape
2. Importance of Candidate Experience
3. Steps to Design Your Candidate
Experience
4. Importance of Employee Experience
5. Designing for The Future: an Amazing
New Hire Experience
6. Q & A

4. The Changing Talent
Landscape
01.

5. What Story Do Data Tell?

6. Importance of Candidate
Experience
02.

7. Hear from the
candidates

8. 78% of candidates say the overall
experience they receive is an indicator
of how a company values its people
- CareerBuilder Candidate Experience From End-to-End:
What’s Your Weakest Link?

9. Just 32% of candidates rate their most
recent experience as “very good”
- CareerBuilder Candidate Experience From End-to-End:
What’s Your Weakest Link?

10. Steps to Design Your
Candidate Experience
03.

11. 1
Perform a Skills Gap
Analysis (SGA)
2
Develop a compelling yet
accurate Job Description
3
Make the application
process Easy Peasy!
4
Communicate,
Communicate,
Communicate!
5
Seek Survey Feedback

12. Skills Gap
Analysis (SGA)
2 3 4 5

13. Job
Description
Use simple language +
Reference Hiring Manager’s title +
List 4-5 Must-Haves (eliminate Nice-to-Haves) +
Choose title LAST =
A Great Job Description!
1 3 4 5

14. Easy Peasy
Process
21 4 5
● Easy to find careers page and mobile friendly application
● Quick to apply - no login or multi-page format
● Straightforward - they know what they need to submit
before starting the process
● Test it yourself

15. 21 4 5Communicate
✔ Keep it human
✔ Lay out timeline so they never feel lost
✔ The right kind of rejection can make people like you
more
✔ Candidates don’t think you communicate enough -
don’t fear overdoing it

16. Extract feedback from candidates in all stages in the
recruiting funnel
Seek
Feedback
21 43
Pre-qualification
(phone screen)
Testing/F2F interview
Candidate Rejected
Offer Accepted

17. 1 in 3
The number of job seekers who have been asked for feedback
about their candidate experience
- CareerArc The Future of Recruiting Study

18. 1
Perform a Skills Gap
Analysis (SGA)
2
Develop a compelling yet
accurate Job Description
3
Make the application
process Easy Peasy!
4
Communicate,
Communicate,
Communicate!
5
Seek Survey Feedback

19. Importance of Employee
Experience
04.

20. Employee Experience:
The sum of the various perceptions (good and bad) that employees have about their Cultural, Physical and
Technological interactions with the organization in which they work (or are hoping to join)
Cultural Physical Technological

21. 35%
The % of new-hires looking to quit within their first 6 months
- Asaecenter, 2016

22. Onboarding is the 2nd most impactful
HR activity to company revenue and
profit generation
- Boston Consulting Group, 2015

23. Structured onboarding increases retention
by +80% and productivity by +70%
- Glassdoor, 2015

24. Designing for The Future:
an Amazing New Hire
Experience
05.

25. Why does New-Hire Experience matter?
THE OLD: Administrative
Compliance Focused
First-day Focused
THE NEW: Strategic
Employee Experience Focused
Pre-hire to 90 Days Focused

26. 1
Design a ‘Yes-to-Desk’
Preboarding experience
Provide a structured and
welcoming Day 1
2 3
Build a results-based
30-60-90 Day Program

27. PreBoarding Day One 30-60-90
● Validate the new-hire’s decision to join
● Introduce new hire to the company brand; the mission, team,
office and 90 Day onboarding program before day 1
● Surprise and delight with a home-delivered welcome gift
● Digitize paperwork signing, benefits enrollment, and other
administrative tasks before Day 1
TO-DO LIST
✔ Schedule team welcome phone
call
✔ Email Welcome Packet
✔ Send swag or other gift
✔ Early access to W2, benefits, email

28. PreBoarding Day One 30-60-90
● Acclimation with the company culture and executive team.
Over-invest in making the new-hires feel welcome and aligned
with the company values.
● Introduce new-hires with their buddy and team.
● Welcome the new-hire with a first day gift or an offsite
experience
TO-DO LIST
✔ Inspire with company mission,
vision, and values
✔ Close out open paperwork
✔ Schedule 1:1s and intros
✔ Give first day gifts

29. PreBoarding Day One 30-60-90
● Invest in personalized onboarding plans, enabling new-hires
to accelerate to full productivity in their role
● Set goals for them to achieve over an agreed-upon timeline.
Provide real-time feedback on how they are meeting the
company and manager’s expectations.
● Engage and survey new hires at 30, 60 and 90 days to
understand how they’re acclimating
TO-DO LIST
✔ Craft and discuss a personalized
onboarding plan
✔ Measure against goals
✔ Share real-time feedback
✔ Measure how they’re acclimating
and developing

30. Q&A
Please type any questions into the chat.
Our moderator will read them out and our speakers will answer.

31. +
Thank you
Visit
workable.com // trysapling.com

32. Works Cited
● The New Talent Landscape: Recruiting Difficulty and Skills Shortages (SHRM, 2016)
● Candidate Experience From End-to-End: What’s Your Weakest Link? (CareerBuilder)
● The Future of Recruiting Study (CareerArc)