The document discusses improving the candidate experience in recruiting. It defines the candidate experience as beginning with researching the company and jobs, continuing through interactions during the recruiting process, and ending with the lasting memory of the total experience. Negative impacts of a bad candidate experience include damage to employer brand, higher costs, and loss of quality candidates. The document recommends several actions to improve the candidate experience such as setting clear goals, identifying problem areas, using technology to streamline processes, and treating candidates like customers due to their significant time investments in applications.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Recruitment and selection powerpoint presentationAndrew Schwartz
Having the highest performing employees is critical for the success of an organization but too often the best candidates can be hidden among stacks of scripted resumes. Hiring managers must learn strategies to find and select the right candidate. The Recruitment and Selection Powerpoint Presentation offers slides on topics such as: 27 points on creating a recruitment strategy, 24 slides on methods of recruiting, 10 tips for how to review resumes, 5 slides on evaluating interviews, 5 points on making the final decision, 17 points on assessing recruitment and selection strategies including 3 steps on how to benchmark these strategies, 15 slides on training and retention including 6 tips to increase retention and 8 tips for implementing training programs, 6 slides describing the legal issues, 4 slides for final action steps and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
What is a ‘fandidate’?
The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.
A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
How to Prepare Your Candidates for Job InterviewsSravan Kumar
Five best practices for recruiters to prepare candidates for job interviews and deliver a great experience.
For more on this: http://blog.belong.co/how-to-prepare-your-candidates-for-job-interviews
Why your candidate experience matters and how you can get some insight into what that experience actually is! From analyzing what candidates think, to what they're saying about you and what you can do to improve your candidate experience. www.engaging-people.be
Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchatBelong
This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat
What is a ‘fandidate’?
The people that apply to work for you are usually those that know your organisation, like your brand, and use your products or services. This provides an opportunity to win ‘fandidates’.
A fandidate is a candidate who has been through a selection process with you and is still a fan irrespective of the outcome.
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
Great hiring doesn\'t happen by accident; it\'s the culmination of a series of thoughtfully planned and well executed events. At the beginning of hiring well is a sourcing strategy. This strategy outlines responsibilities, articulates the steps, plans for contingencies, and defines success.
Building this strategy can be difficult. To be effective, it should include a robust audit of source effectiveness, ROI measures, and cutting-edge methods. It is a toolkit that will address holistic sourcing approaches but be flexible enough to be tailored for unique needs.
Completely align the Recruitment Strategy with the business plan, so as to stay head of the curve with the leaders in recruiting Top Talent from the industry.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Hiring Hacks: How to Improve your Candidate Experience in 2017GreenhouseSoftware
Candidate experience is a buzzword that continues to pop up in conversations throughout the Talent Acquisition community.
Every company wants candidates to walk away from the application process feeling positive about the experience (whether they landed the job or not).
Unfortunately, that’s not always the case. Some companies don't prioritize candidate experience or don't allocate enough resources to it. And taking the time to focus on candidate experience can have big benefits for your company.
You'll Learn:
- Why you should focus more on candidate experience in 2017
- What the return on investment (ROI) is for your business and how to articulate that to executives
- When the right time is to conduct a candidate survey
- How Greenhouse leveraged data and improved our own candidate experience
How to Prepare Your Candidates for Job InterviewsSravan Kumar
Five best practices for recruiters to prepare candidates for job interviews and deliver a great experience.
For more on this: http://blog.belong.co/how-to-prepare-your-candidates-for-job-interviews
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Extending the Candidate Experience from Shoulder Tap to First DayGlassdoor
Learn how to create a stellar candidate experience from shoulder tap to first day.
Edward Dias, Director of Recruitment Intelligence and Innovation at L'Oreal
David Pumpelly, Director of Talent Solutions at Avature
Lisa Holden, Employer Communications Manager at Glassdoor
Template to use with hiring managers on the intake (kick off call) to discuss key success criteria and optimal structured interview approach. Defined exceptional evidenced by behaviors and core competencies
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Learn how successful entrepreneurs capitalize on transparency, shared values, empathy and authenticity in their blogs, podcasts and videos. Witness how they identify pain points, validate their expertise and tap into audience generated insights as a way to earn audience trust. Overall, this module will familiarize you with the process of creating trails of educational content that merit the attention of your first time audiences.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
Traditional recruitment methods don't work when it comes to sales.
Do you know how to recruit a great salesperson? Recruitment of representatives often takes the form of trial and error that leads to frustration and prevents sales targets from being met.
Following the webinar you will understand the 16 steps of recruiting an elite salesperson and the importance of evaluating each candidate:
- Discover the different pitfalls of traditional recruitment approaches
- Learn how to conduct valuable telephone interviews
- Find out how to do more effective face-to-face interviews
- Learn how to integrate your salesperson effectively
Are you losing candidates by committing these 6 recruitment mistakesmalvika mathur
Hello Recruiters,
Feeling the burden of filling the positions in a quick span of time?
Or tired of searching for ideal candidates?
Whatever is the situation, the solution of all your problems lies in your way of recruiting the candidates.
Ever wondered, what’s going wrong in your recruitment process? If no, then you will find out, after reading these 7 recruiting mistakes committed by most agencies.
https://www.99jobs.co.in/
The Cost of a Bad Hire: Four Common Hiring Mistakes
Finding and hiring game-changing talent is critical in today’s competitive business environment. Even the best-run companies, ones where hiring managers understand the potential of finding and acquiring great talent, sometimes overlook the flip side of the hiring process: the potentially devastating impact of a bad hire. As an executive recruiter, I know how much is at stake in the hiring process, and strive to pair businesses with dedicated and qualified employees.
Inside the interview: A Job Seeker's Guide to Understanding the Interviewer's...Robyn Melhuish
This guide reveals the various styles and techniques used by hiring managers during the interview and what it is they’re looking for when they ask the tough questions.
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
Protecting the Employer Brand You May or May Not Have 2014Verify Recruitment
Great companies attract great people. And there has never been a better way to improve your employer brand. Employer branding is key to letting your audience know who you are and why people love working in your organisation.
[Vietnam manpower jsc] Professional Recruitment ProcessMs. Thu Vnmanpower
The strength of a professional recruitment process is key to a company's success in attracting quality staff and engaging them for the long term.
Let's see the following step for a professional process for your company
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
Not responsive. Late for interviews. Unprepared. Complaints have been made about candidates, but now these phrases are being used for recruiters and hiring managers.
One of the leading challenges in recruitment is candidates rejecting job offers. The ratio of candidates rejecting offers is at an astronomical level, leaving recruiters and companies facing resulting time, money and resource allocation problems.
To minimize the level of candidate rejection, Superior Talent India has released a white paper highlighting reasons candidates reject job offers, so that companies can take a proactive approach to avoiding this happening to them.
15 High Value Action Steps… To Elevate Your Employee Referral Program To The ...Dr. John Sullivan
What does “the next level up” look like for Employee Referrals
- Volume > 50% of all hires
- ERP produces highest quality hires
- The highest retention rate
- The shortest time to fill
- Over 30% of top performers participate in the ERP
- < 10% low-quality referrals
- Below average cost per hire
In the fast-changing world of corporate recruiting, it’s important to be aware of and prepared for the problems and opportunities that you will soon face. In short, because it’s “better to be prepared than surprised”, both recruiting and hiring managers must find a way to be “proactive” in planning for these upcoming events, rather than being “reactive”. The most effective way to identify trends and to predict upcoming recruiting issues is through the use of analytics and predictive metrics This advanced webinar will be led by long time ERE.net author and global metrics expert Dr. John Sullivan. He will guide you through the goals, the action steps and the best emerging corporate practices in predictive recruiting metrics.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
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Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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This article provides a comprehensive guide on how to
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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2. Topics I will cover today
1. Defining the “candidate experience” (CE)
2. Negative impacts if you get it wrong
3. Action steps to improve your candidate experience
2
4. A quick definition
A quick definition of “the candidate experience”
1. A candidate’s experience begins with their
researching the company and its jobs
2. It then continues through every “touch point” or
interaction during the recruiting process
3. It ends after the decision is made with their
lasting memory of the total experience
4. The output of the candidate experience is…how
applicants now act… as a result of their
perception of how well they were treated
4
5. The benchmark firms to study
Benchmark firms
1. Zappos
2. DaVita
3. Microsoft
4. Facebook
What makes their candidate experience good? 5
6. 10 characteristics of a great candidate experience
1. Rapid response
2. Flexible to your needs, not rigid
3. They don’t waste your time (a real opening)
4. They are honest
5. They listen
6. No unpleasant surprises
7. They solicit feedback and change as a result of it
8. They keep you updated
9. They explain why
10.A WOW you will remember 6
8. If you were applying for a mortgage loan, how
would you react if…
The bank… lost your application
If you called and… no one called back
If you showed up for the loan interview and the
manager… had not even read your application
During the interview the manager was distracted
If at the end it the interview you asked how you did?
And the only answer was… will see and don’t call
us we’ll call you
If you were rejected and… they wouldn’t tell you
what you had to do to improve
8
9. Do people remember a bad candidate experience?
A quote… how long do they remember a bad one?
I had an interview 20 years ago that I have never
forgotten. I was then offered the job and I turned it
down because even at 19, I knew that if they couldn’t
treat me well during the interview, they wouldn’t
treat me well as an employee.
Caron Osberg on ERE.Net
They never forget… and they also tell others
9
10. Candidates deserve to be treated like customers
The candidate’s investments in a job search
1. Hours researching your company and job
2. Hours spent in preparing the resume
3. Hours associated with actually applying
4. Hours of preparation for the interview
5. Travel time and costs
6. Lost work hrs, $ and family time for interviews
10
11. What is your estimate of the dollar value
of an applicant’s investment?
“I estimate that the average professional candidate
voluntarily spends or invests more than $1,000
worth of their own time and money in preparing for
and participating in an organization’s hiring
process.
Given that level of investment, they deserve to be
treated like good customers.”
11
12. “Applicants are volunteers. They are
volunteering and investing their time when they
participate in your selection process.
Smart companies realize that fact upfront and
thus, they “treat them like volunteers” throughout
every step of the hiring process.”
12
13. The key lesson to learn is that…
when any applicant makes a heavy investment in
a selection process…
you must proportionately raise the level of
customer service and the “candidate
experience”
13
14. Why focus on the “candidate experience”?
What % of your prospects/ candidates… are also
current or potential customers?
14
15. Now shifting to the possible negative impacts
of the bad candidate experience
Why should an individual recruiter
care about the candidate experience?
15
16. Reasons why recruiters should care
Impacts on individual recruiters may include:
1. The #1 reason why candidates reject offers is…
2. The loss of top candidates - the greatest impact
will be on those in the highest demand, including
top performers, innovators and game changers
that can simply remain at their current job
3. Mid-process dropouts – frustrated individuals
that do not see their “job switch criteria” being
met or that encounter one of their “knockout
factors” will simply drop out (lie to you why?)
16
17. Reasons why recruiters should care
Impacts on individual recruiters may include:
4. A loss of return candidates – finalists that would
have been hired (if a super strong candidate wasn't
in the final candidate mix), will likely never
reapply. Neither will “soon to be qualified”
candidates that were rejected merely because they
didn’t have quite enough experience
5. The loss of applicants due to word-of-mouth –
friends, family and colleagues of a poorly treated
applicant/ candidate will now never apply
themselves 17
18. 8 reasons why recruiters should care
Impacts on individual recruiters may include:
6. Loss of referrals – you will see an increased
recruiter workload when many employees will
simply stop” doing some of your work” (making
referrals) once they hear how their highly
regarded colleagues were treated
7. Higher interview drop out rates due to
scheduling – because employed candidates can’t
easily schedule during normal work hours
18
19. 8 reasons why recruiters should care
Impacts on individual recruiters may include:
8. More hiring mistakes – confused, tired ,
surprised and frustrated applicants just don't
perform as well during interviews. Bad hires
means that later on you’ll just have to rehire
for the position
19
20. Now let’s shift to…
broader impacts on the entire recruiting function
20
21. Reasons why recruiting managers should care
10 impacts on the recruitment function:
1. Employer brand image damage – “others” now
own your employer brand image. They can
easily spread rumors, stories and
recommendations against working at your firm to
complete strangers on social networks and sites
like glassdoor.com
2. Higher agency fees –you may need to use more
agencies, because of their advanced capabilities
for attracting and selling top candidates 21
22. Reasons why recruiting managers should care
10 impacts on the recruitment function:
3. You’ll need more recruiters – lower application
and higher candidate dropout rates will require
you to spend more on recruiters
4. You will lose quality recruiters – recruiters will
be frustrated and the powerful relationships that
your top recruiters built will be lost the minute
that the candidate experiences the abusive process
5. Higher website drop rates – they aren’t
authentic or designed around candidate decision
criteria 22
23. Reasons why recruiting managers should care
10 impacts on the recruitment function:
6. Fewer global hires – a fragmented process may
confuse those that are unfamiliar with Canadian
hiring processes (it may offend some cultures)
7. Managers and recruiters will aim lower –
because they won't really know the reason why
they are not getting hires, they may mistakenly
assume that “there are just no quality candidates
out there” and settle for poor quality hires
23
24. Reasons why recruiting managers should care
10 impacts on the recruitment function:
8. Loss of career counselor referrals – career
counselors at schools may stop referring
9. Loss of recruiting budget – when executives
hear of your negative impacts, they’re likely to
reduce your recruiting budget
10.As the power shifts, you will be forced to change
24
26. The business case for the candidate experience
Potential revenue and sales losses include:
1. Angry people mean lost sales among themselves,
family, friends & their network (Especially in retail)
2. It may also indirectly hurt your product brand
3. If they work in our industry, it may hurt B2B
sales
4. Loss of a competitive advantage – losing top
candidates to competitors means that they get
more innovation & new products, but we do not
26
27. Reasons for improving the candidate experience
Two additional negative business impacts
5. Decreased retention rates - hearing friends and
colleagues “badmouth” their firm will also
reduce their loyalty. Some new hires may take the
job because they need it but decide the minute
that they accept that they will continue looking
and leave at the first opportunity
6. A weakened corporate culture – because the
recruiting process conflicts directly with a firm’s
values (i.e. integrity, transparency and honesty)
27
28. Having a bad candidate experience could soon get
much more painful with sidewiki >
28
29. What if anyone could add comments
to your displayed webpage (sidewiki)
29
30. During what steps of the recruiting process
do most candidate experience problems occur?
30
31. Where do most CE problems occur?
10 areas where most problems occur
1. Job postings/ descriptions – they are painfully
dull and are purposely not authentic (worse than the real job)
2. The corporate website – overly corporate, not
authentic and no chance to ask questions
3. Application receipt – no rapid personalized
acknowledgment of every application
4. Applicant inquiries – “don’t call us, we’ll call
you” attitude, applicant or candidate calls are not
returned and questions are not answered
31
32. Where do most CE problems occur?
10 areas where most problems occur
5. Build a relationship - CRM software isn’t used
to periodically communicate with top prospects
6. Interview scheduling – candidate inconvenience
is not weighed heavily enough
7. Pre-interview education – candidates are kept in
the dark about the process… including who they
will interview with and why and what specifically
you are processing them on
32
33. Where do most CE problems occur?
10 areas where most problems occur
8. Interviews – one-way communications, too many
interviews and the same questions repeated
9. Tracking their progress -- they can’t call or track
the status of their application on-line
10. After the decision – slow rejection notifications,
no honest follow-up on how they did… or how to
do better next time
33
35. There are 3 possible CE outputs to aim for
3 possible results of a candidate experience include
1.You created employer brand ambassadors – the
ultimate output, at this level applicants and
candidates become your evangelists and a referral
source
2.You created neutrals – At this level, they say little
& soon forget the experience
3.You created lifelong enemies – At this level, they
become a lifelong enemy and they proactively
spread the word against you 35
36. Some action steps to consider
Goals - set and measure these goals
1. To make each one a brand ambassador
2. To build and measure trust levels
3. To excite them
4. To sell them by making hiring a sales process…
as well as a assessment process
5. To develop processes that are designed to calm
their nerves and then measure whether it worked36
37. Some action steps to consider
Strategic action steps
1. Make an individual accountable
2. Calculate the cost of offending candidates
3. Involve customer service in the design process
4. Identify all touch points and the problems at each
5. Learn CRM and its related software
6. Use the Internet/ technology to save time/ money
37
38. Some action steps to consider
More strategic action steps
7. Use “interview Friday” to speed up the process
8. Capture their e-mail early on… so that you can
ask pre-application drop-offs “why?”
9. Consider a small gift for top candidates (Checking acct)
10.Create an applicant “Bill of Rights”
11.Negotiate service-level agreements and
responsiveness timelines with managers
38
39. Some action steps to consider
Limit the # of applicants that you must be nice to
1. Proactively reduce the number of applicants
that have no real chance (list absolute
minimums, list knockout factors, list success rates
etc.)
2. Prioritize jobs and focus on the critical ones
3. Search your own customer database to identify
which individual applicants are also customers
39
and then prioritize them
40. Some action steps to consider
Understand and listen to the applicants
1. Ask candidates what they expect during the
hiring process (also tell them your expectations)
2. Ask them for their job acceptance criteria and
“deal breaker” factors, and then provide
information on each of them
3. Realize that global experiences must vary
4. Have a process for asking questions
5. Have a process for anonymous complaints
40
41. Some action steps to consider
Individual recruiter actions
1. Develop and use a CRM/ CE checklist
2. Educate applicants about the volume, so they
expect less (Google and time to fill)
3. Ask them periodically what they need “more of”
and “less of ”
4. Convince managers to interview faster
5. Convince managers to avoid “death by
interview”
6. Thank them
41
42. Some action steps to consider
Metrics and information-gathering
1. Search social media and the Internet to find
negative comments about the customer experience
2. Search Twitter/ Facebook 30 minutes after their
interview to find out what they are saying
3. Survey them 6 months later to identify problems
4. Use mystery shoppers to identify problems (Publix)
5. Track and widely distribute ranked “CE”
metrics and reward those that exceed their goals
6. Do postmortems on all failures
42
43. The key lesson to learn is that…
When any applicant makes a heavy investment
your selection process…
you must proportionately raise the level of
customer service and the quality of your
“candidate experience”
43
44. If you were applying for a mortgage loan, how
would you react if…
The bank… lost your application
If you called and… no one called back
If you showed up for the loan interview and the
manager… had not even read your application
During the interview the manager was distracted
If at the end it the interview you asked how you did?
And the only answer was… we will see but don’t
call us, we’ll call you
If you were rejected and… they wouldn’t tell you
what you had to do to improve
44
45. Candidates deserve to be… treated like customers
Because candidates invest a lot in a job search
They spend
Hours researching your company and job
Hours preparing their resume
Hours associated with actually applying
Hours of preparation for the interview
Plus… travel time and costs, lost work hrs/ pay
and missed family time for interviews
45
46. During what steps of the recruiting process
do most candidate experience problems occur?
46
47. Where do most CE problems occur?
Areas where most problems occur
1. Job postings/ descriptions – they are painfully
dull and are purposely not authentic (worse than the real job)
2. The corporate website – overly corporate, not
authentic and no chance to ask questions
3. Application receipt – no rapid personalized
acknowledgment of every application
4. Applicant inquiries – “don’t call us, we’ll call
you” attitude, applicant or candidate calls are not
returned and questions are not answered
47
48. Where do most CE problems occur?
10 areas where most problems occur
5.The relationship building process - CRM
software isn’t used to periodically communicate
and build trust with top prospects
6.Interview scheduling – candidate inconvenience is
not weighed heavily enough
7.Pre-interview education – candidates are kept in
the dark about the process… including who they
will interview with and why and what specifically
you are processing them on 48
49. Where do most CE problems occur?
10 areas where most problems occur
8. Interviews – one-way communications, too many
interviews and the same questions repeated
9. Tracking their progress -- they can’t call or track
the status of their application on-line
10. After the decision – slow rejection
notifications, no honest follow-up on how they
did… or how to do better next time
49