A 360o Perspective on the Perfect Candidate Experience Managing an active employer brand can improve candidate application by 47%. 86% of the employers don't even send a confirmation email to inform the resume has been received! Discover how candidate experience holds a domino effect on quality candidate pool.

1. The Domino Effect of
Candidate Experience
Addressing Candidate Experience, Recruitment Marketing, Employer
Branding,
Mobile and Social Engagement

2. Product
s
Talent
Insights
World’s first tool that
combines NLP, Video
Interviews, Psycholinguistics
Talent
Engagement
Engage and attract best
talent; build an on-
demand Talent Engine
Video
Assessments
Video Interviews-
Asynchronous & Live,
Proctored tests
MCQ/Essay/Typing Tests
www.talview.com 2

3. Clients
Fortune 500
Top Pharma and Retail
Companies
Top Technology
Companies

4. Who’s Speaking?
www.talview.com 4
Sanjoe founded Talview in 2012 and has been driving
the vision and strategy since inception. He is also
responsible for new initiatives and product strategy. He
is passionate about building technologies especially
leveraging smartphones which can impact the world.
Previously, he has worked with MNCs like National
Instruments and L&T. He was part of core teams
building world class cloud based tech applications. He is
an Engineer from Cochin University and an MBA from
IIT Bombay.
Speaker :
Sanjoe Tom Jose
CEO Co-Founder, Talview

5. What You’ll See In The Webinar 1. Current Candidate Woes
2. What’s Wrong with the Hiring Process?
3. How bad is the situation?
4. How to Improve Hiring Process?
5. The 360° Study: Leveraging Video Interviews
6. Implementing Social Media/Word Of Mouth
7. Customized Page for Employer Branding
8. Recruitment Marketing for Quality Candidates
9. Inbound Marketing is Always Better
10. Domino Effect of Better Candidate Experience
11. Survey Results in Numbers
12. What the Candidates Told
13. Social Proof that Candidate Experience is Important
14. It’s a Busy Recruiter’s Nirvana
www.talview.com 5

6. Current Candidate Woes
It’s you who wants kickass candidates. Let’s find put how to get them onboard!
www.talview.com 6

7. What’s Wrong with the Hiring Process?
• Hiring is a people process and like they say, “don’t put your
candidates through rings of fire”.
• Responding to all candidate applications ensures positive
sentiments about your organization
• People say, “any PR is good PR” WRONG.
• Platforms like Glassdoor and Quora make it simple for these
candidates to vent out their frustration.
www.talview.com 7

8. Negative Candidate Experiences
• Unclear application instructions are the primary cause of a bad candidate experience (93%).
• Extremely long application forms are the second cause of a negative candidate experience
(90%).
www.talview.com 8

9. How bad is the situation?
• 52% of companies say they respond to less than half of the
candidates that apply!
• 46% of Glassdoor members are reading reviews when they have just
started their job search
• Yes, you are saddles with a lot of technology to help you with
hiring.
• Far too many to keep your hiring process centralized and keep tabs
on who you have responded and who not!
• 47% of declined offers in the second half of 2015 were due to
candidates accepting other jobs.
www.talview.com 9

10. Suggestions To Improving Hiring Process
Auto generated emails will only mechanize the “people process”. The best
candidates will self-eject and look for another opportunity elsewhere.
www.talview.com 10

11. Social Media: It’s Not Who You Tell, It’s Who Talks
About You
• Reputations aren’t just about splashy scandals that
make headlines.
• It’s better when you can corroborate with someone’s
social media mentions. It carries more weightage
• Recommendations that has come from your social
media networks, industry peers, employees, or
personal friends and family.
• Just like referrals works out for you to find quality
candidates.
www.talview.com 11

12. Interview Experience: Why Bother!
• Over three-fourths would tell family and friends about
a bad experience, 17% would post on social media, 6%
would blog about it!
• Poor communication during the application process, a
rude interviewer—it could all end up shared with the
online world
• You could fix it by giving them an experience of a
lifetime!
• Video interviews has helped many organizations
improve their understanding of the candidate with the
feedback form and many assessments.
www.talview.com 12

13. Inbound is Always Better
• HubSpot taught marketers about inbound marketing.
• Applying that formula in recruitment also holds good.
• Inbound job applicants makes it easier for you to
sieve through and get rid of chaff.
• 3x More Leads
• 2x Better Retention
• Social media has a 100% higher lead to close rate
than outbound marketing
www.talview.com 13

14. How To Make It Happen
The fail-proof process of getting quality candidates every single time!
www.talview.com 14

15. The 360° Study: Leveraging Video Interviews
for Candidate Experience
A survey with 3000+ candidates asking them about their interview experience

16. Candidate Experience

17. Automated Video
Interview
Key Features:
• Asynchronous Interview
• Aptitude & Technical Test
• Code Test
• Typing Test
• Interview Scheduling
• Live Interview
• Third Party Service Integration
• Reports

18. COMPLETE VIDEO-AUDIO RECORDING: Video recording for the
entire duration is available with audio
LEARN CANDIDATE ACTIONS: Track all the activities candidates
performs during the test
VALIDATE: Requests made by candidates on the grounds of issues
faced can be validated.
Proctor Checks in Place Face Detection
Track Browser Window
Switch
Geo-tagging
Randomize Questions
Candidate Fingerprinting
Restriction of Test Access
Block Copy-Paste Options
Automation
Alerts

19. Live Interview
Key Features:
• Auto schedule interviews
• Auto triggers to reminder
emails
• Candidate and evaluator alike

20. As part of our commitment to continuous
improvement, we asked over 3000
applicants about their experiences with
Talview Video Interview platform.
The recorded responses were based on the
questions we asked after they attended the
interview on Talview Platform.
Happy
Extremely
Happy
Satisfactory
Very Happy
Unhappy
A Word from the Candidates
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21. 75% 26%33% 29%
Convenience of taking
interview anytime
Like using latest
technology
Avoids traffic and travel
Better than a telephonic interview
What the Stats Are Saying
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22. Overall
the process was Very
Easy and Simple and
hence people with less
technical expertise will
be able to do it without
much problem.
It was
the first time I
experienced an online
video based
recruitment process. It
was Extremely
Convenient and an
Enriching Experience.
It is a
good way to Save
Cost and Time and
also a way in the
direction the Industry
is Poised to Move.
It’s a
completely new experience
for me. It shows the Power
of
Technology, how it has
made us Transcend
Distance and made
communication so
Convenient.
It was
good to see technology
being put to use in such
diverse spheres by an IT
leader. It was a Hands-
on Experience of a Tech-
Giant Walking the
talk.
I found
the process very good.
This is one of the ways
where Cognizant as an
Organization is doing
good time management
for its current as well as
Prospective Employees.
Candidates Told Us…
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23. Social Media/Word of Mouth

24. Social Proof that
Candidate Experience is
important!

25. Employer Branding

26. Customized Page for Employer
Branding

27. Recruitment Marketing for Quality
Candidates

28. Domino Effect of Better Candidate Experience
www.talview.com 28

29. Create An Impression
Getting referrals means that the candidates/employees are impressed by the
organization!
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Let’s candidates
refer
friends/family to
the job.

30. Survey Results in Numbers

31. It’s a Busy Recruiter’s Nirvana
www.talview.com 31

32. The Infinity Loop
You offer better experience, you get better talent pool in turn employer brand
improves. This decreases time to hire.
www.talview.com 32

33. sanjoe@talview.com
Contact Us! We Are Social!
www.talview.com 33