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Innovation Spotlight: Jobvite
The document discusses the increasing importance of providing a positive candidate experience in a competitive job market, with 74% of employees open to new job opportunities. It highlights that a negative candidate experience can deter 42% of applicants from seeking employment at the same company again. Strategies for improving candidate experience include developing ideal candidate personas, mapping candidate journeys, and enhancing employer branding.
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Innovation Spotlight: Jobvite
- 1. Innovation Spotlight The Importanceof a Great Candidate Experience (Because Candidates Rule!) www.jobvite.com
- 2. 2 Today’s Talent MarketIs Tougher Than Ever Nearly Everyone is On the Job Hunt 74% of employees are open to a new job, even if they are satisfied with their current one. Source: Jobvite Job Seeker Nation 2016
- 3. 3 Which Means JobHopping is Alive and Well Millennial Women Are Always on the Move 55% change jobs every 1-3 years. Source: Jobvite Job Seeker Nation 2016
- 4. 4 The Job Huntis 24/7 Now 48% of job seekers over 40 look for work while in the office at their current job. Source: Jobvite Job Seeker Nation 2016
- 5. 5 Bad Candidate ExperiencesHurt 42% of candidates that had a bad experience would never seek employment at that company again. Source: Social Talent, Oct, 2015
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- 8. 8 The Recruiting Funnel Topof Funnel Bottom of Funnel Employer Branding Sourcing Social Recruiting Candidate CRM Passive Candidate Nurturing Apply Qualify Evaluate Select Hire Onboard
- 9. 9 Deliver a GreatCandidate Experience Here’s How.
- 10. 10 1 Personas align everyone’sunderstanding of your ideal candidate and helps you create more relevant job content, branded campaigns, and sourcing strategies. Develop Personas
- 11. 11 2 Map Your IdealCandidate Journey
- 12. 12 3 Deliver A CompellingEmployer Brand
- 13. 13© 2015-2016 Jobvite,Inc. Pop Quiz: Who’s Done These 3 Things?
- 14. 14 How do YouStack Up? Employer Branding Sourcing Social Recruiting Candidate CRM Passive Candidate Nurturing Apply Qualify Evaluate Select Hire Onboard 11% Apply pages to Applicants 12% Applications to Interviewees 17% Interviews to Offers 89% Offers to Hires 59 Average Number of Applicants per open requisition 43 Days – Average Time to Hire 5% Career site visitors to apply pages
- 15. 15 Jobvite’s Leading RecruitingPlatform Premium Career Sites Recruitment Marketing Employee Referrals Video Screening Applicant Tracking System Onboarding Employer Branding Sourcing Social Recruiting Candidate CRM Passive Candidate Nurturing Apply Qualify Evaluate Select Hire Onboard Onboard
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Editor's Notes
- #2 Welcome! For those that aren’t familiar with Jobvite, we’re a leading recruiting software company with thousands of customer-- such as LinkedIn, Schneider Electric, Farmers Insurance, PG&E and many more--from fast growth SMBs to large global enterprises. In fact, we were recently named a leader in the Forrester Wave on Talen Acquisition. We’ve learned quite a bit during our 10 years of working with recruiters and we know one thing with 100% certainty. It’s tough out there. Today’s candidates are in the driver’s seat. We all need to get smarter about delivering a great candidate experience, just like marketers think about delivering a great customer experience. Right? We want to share some insights and data to help you amp your candidate experience.
- #3 In February, Jobvite fielded our 7th annual Job Seeker Nation Survey to over 1,300 job seekers and the results were pretty surprising. For example—everyone is always hunting for a job—fueled by the uncertainty in the market. That means that there are more passive candidates that are open to being approached, but it also means that you’re probably going to spend more time this year backfilling positions left vacant as current employees depart.
- #4 Getting and keeping this coveted talent segment is harder than any other group. Interestingly--as a point of comparison--people over 55 are 72% more likely to stay at the same job for over 10 years.
- #5 We also found that 52% look for work while in bed, 31% while in a restaurant, 30% while commuting, and 10% at the gym. Whether at home, at work, or on the go—job hunting is as ubiquitous as checking email or social media accounts.
- #6 This makes your candidate experience—particularly on mobile—absolutely critical. If you want to be named one of the best places to work, then this is something that you need to pay attention to. People that go through the hiring process and have a negative experience will tell a million of their closest friends—on social, on Glassdoor, in emails, and other places. Your business isn’t just about recruiting; it’s about nurturing every candidate in the process or risk a negative impact on your employer brand.
- #7 We’ve aggregated data from thousands of customers, 50 million of job seekers, and 10 million applications across all industries and geographies. Then, we have broken down each stage of the funnel and how you should be performing at each stage when you have a great candidate experience. Do the math. 1 in 500. You need 500 people to view your apply pages to get 1 hire. You have a very difficult job. We have an eBook on the Jobvite website that has all the deep dive on these numbers. I’m happy to give you the link. Just ask me. http://web.jobvite.com/Q415_Website_RecruitingFunnel_LP.html We’re here to help.
- #8 We’ve aggregated data from thousands of customers, 50 million of job seekers, and 10 million applications across all industries and geographies. Then, we have broken down each stage of the funnel and how you should be performing at each stage when you have a great candidate experience. Do the math. 1 in 500. You need 500 people to view your apply pages to get 1 hire. You have a very difficult job. We have an eBook on the Jobvite website that has all the deep dive on these numbers. I’m happy to give you the link. Just ask me. http://web.jobvite.com/Q415_Website_RecruitingFunnel_LP.html We’re here to help.
- #9 This is how we think about the recruiting funnel. We’ll share the benchmarks about how you should be converting candidates and moving them through the funnel shortly. Jobvite’s recruiting platform automates and optimizes each stage the funnel. We’re going to share the 3 most important things to do to improve your candidate experience, regardless if you’re a Jobvite customer or whether you’re doing these things on your own.
- #10 This is your wake up call. And, there are three levels. You have to think about the short term hires that you need to fill today, the medium term hires that you need to make in the future by building your candidate pipeline, and the long term about how you build your employer brand. Your candidate experience matters and it can dramatically impact your team’s performance and business growth, employer brand--positively or negatively.
- #11 Marketers use buyer personas to represent their ideal customers, recruiters should create candidate personas to develop a strategy and messaging focused on who you want to hire. The key is to really understand who you want to attract to your brand -- what makes them tick, what would entice them to explore job opportunities and apply. To develop candidate personas, evaluate top performers, leverage hiring and survey data, and create aggregated, representative personas for most strategic hires. More importantly, use this as an opportunity to partner with hiring managers to drive what you’re looking for. After all, your partnership with hiring managers is going to ultimately drive success, as they are ultimately your customers. As a recruiter, you bring the knowledge of the company and the values of the culture and the hiring manager brings the understanding about specific roles and skills. Create different personas for your most strategic roles, different generations (Y, Z, etc.). There are plenty of examples and templates -- just Google personas.
- #12 To map the candidate journey, start with a candidate’s first interaction with your brand and follow her through every step along the way until she is hired. Think of every touch point--mobile, social, email campaigns, Glassdoor reviews, etc,. Use the funnel graphic to give you a good head start. Put yourself in your candidate’s shoes. Think about where you want candidates to find you? Where do you want them to apply? Is each step easy? Is it compelling and personalized? Are you conveying your employer brand in a meaningful, consistent way? Map it out.
- #13 Think about how you are communicating your brand consistently and authentically at each stage of a candidate’s journey. The people you hire are going to give you rave reviews, so pay special attention to the ones that you don’t hire—silver medalists and bronze ones, too. Close the loop—either through Jobvite or email—because there is nothing worse than feeling like your resume has been thrown in a black hole.
- #14 Show of hands. Who has created candidate personas? Who has mapped the candidate journey? Who is delivering a great employment brand at every touch point? (Hand will be sparse.) I thought so. It’s ok, you’re in good company.
- #15 We’ve aggregated data from thousands of customers, 50 million of job seekers, and 10 million applications across all industries and geographies. Then, we have broken down each stage of the funnel and how you should be performing at each stage when you have a great candidate experience. Do the math. 1 in 500. You need 500 people to view your apply pages to get 1 hire. You have a very difficult job. We have an eBook on the Jobvite website that has all the deep dive on these numbers. I’m happy to give you the link. Just ask me. http://web.jobvite.com/Q415_Website_RecruitingFunnel_LP.html We’re here to help.
- #16 Jobvite can help you deliver a great candidate experience—at every stage of the funnel—and help you win that big prize—best places to work. (Light touch on this slide. Although very tempting, don’t be too pitchy.)
- #17 If you would like these slides, email sales@jobvite.com or visit me at the Jobvite table. Thanks!