Upgrading your candidate experience
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A look at some ways to attract, engage, select and onboard better with HR technology innovations and advanced use of social media
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Upgrading your candidate experience
- 1. Attracting to Onboarding Upgrading your candidate experience © 2016 Rolling Arrays – Proprietary and confidential Colette@
- 2. Recruiters • Deal with more volume than ever before • Have less patience with unqualified candidates • Work in the age of big data, where they are asked to track performance Candidates • Face greater competition • Have shorter attention span • Have more job board and social media options • Expect regular feedback Hiring Managers • Face with higher employee turnover • Asked to do more interviews every year Recruitment is under pressure to transform
- 3. Many companies are trying to help you meet the new expectations As of November 2015
- 4. Attract Engage Select Onboard Measure Cost Quantity Time Quality • Reporting and analytics • Welcome portal • Virtual orientation • Learning acceleration • Electronic forms • Mobile & social • Integration with HRIS • Branding (visuals, videos) • Marketing campaigns • Search engine • Social sourcing • Smart job publishing (career page, job boards, agency, event) • Referrals • Job & candidate data • Resume screening • Selection pipeline • Online assessments • Automated interviews • Interview coordination • Approvals & offers • Career site optimization • Mobile engagement • Job matching • Correspondences • Talent community (critical skill, alumni) Navigating this space with a holistic talent acquisition framework
- 5. Attract
- 6. Thinking like a marketer: campaign vs. procedure Outbound marketing Directly reach out to potential candidates (i.e. ad postings) Inbound marketing Creating content on social media that draws candidates to your company • One-click job posting distribution • Search engine optimization • Email / LinkedIn outreach • Online to offline tools to optimize event conversion • Career site employer branding • Content management for specific target audience • Digital marketing campaigns to drive conversion • Offer alumni / talent communities with referral/ employment opportunities
- 8. How easy is it to find the “Apply” button in your career site?
- 9. Source: https://business.linkedin.com/talent-solutions/blog/2014/02/mobile-recruiting-statistics-infographic I can’t read this… ? Only 20% of companies say their career site is mobile optimized Share Link Enter email to save this job Consider these options:
- 10. Click “Apply” Data privacy disclaimer Create new account Fill in info Disqualifying questions Attach CV Fill in work info Fill in education Attach supplementary document Review application One more disclaimer! Gender, age and race Thank you for applying Application received Two hours later “I need a beer…” “I’m so pumped for this job!” Typical online job application process has more than 10 steps
- 11. Branding video Employee testimonial Unified search Seamless mobile Revamped career site designed for 3 clicks or less to reduce candidate drop out rates
- 12. Click Example of a 3-steps application process
- 13. CV upload auto-fills the application Example of a 3-steps application process
- 14. Interesting questions that ties to company culture or job Example of a 3-steps application process
- 15. Be mobile-friendly Accept online profiles Be human and interesting Provide timely feedback Hide the apply button Create new account and password Repeat information Take more info than required Whattothrivefor Whattoavoid Quick tips on upgrading the online application experience
- 17. Does it work? Sometimes, depending the sophistication of the algorithm and data supporting the technology: • Resume parsing – extract key information, such as job titles, past companies, years of experience, degree, contact information • Basic keywords – compare word count of skills- related key words • Customize algorithm – extract keywords from high performers’ CVs and compare the relevancy with candidate CVs. Limitations: languages, formatting, pdf The voodoo behind resume screening Source: https://www.jobscan.co
- 18. Putting the right assessments in place Source: Booking.com “The route to getting hired” Process application faster with automated initial stage assessments and phone interviews Coaching and feedback should reflect candidate’s time investment
- 19. Taking the pain out of coordinating team interviews Greenhouse.io has a neat interview kit set up including questions, job details, resume and scorecard all in one SuccessFactors has a robust competency-based team feedback form that can be used on mobile Gild has a auto-interview scheduling, which matches interviewer and candidate availability Lever has a automated feedback reminders, that prompts interviewers to complete after an interview
- 20. Onboard
- 21. Source: https://business.linkedin.com/talent-solutions/blog/2014/06/what-do-new- hires-want-from-onboarding-infographic Mobile orientation before day 1 Integrate e-forms with HRIS Set and track 90-days goals Structured learning activities Access to team profiles on intranet Onboarding needs an upgrade…
- 22. Measure
- 23. Attract Engage Select Onboard To measure and track, we start by asking the right questions TIME – Are we filing positions in a timely manner? • Recruitment cycle time • % of interviews lead to hire • Reduction in manual processes • Increase in RPO solutions? QUANTITY – What is the average size of our applicant pool for each job opening? • # of hire per recruiters • % of candidate hired • % of candidates receiving feedback • % of bounce rate in career site COST – What is the ROI of each campaign to reach our target audience? • Search engine result • # of views for ads • # of career site visit • Size of company’s network on social media QUALITY – Which recruiting sources produce the most successful candidates? • % of top performers • % of poor performers • Employee turnover
- 24. Reporting available in most ATS/CRM Integration to HRIS (i.e. workforce / performance) Real time dashboards for key metrics (Recruiters and management) Scheduled standard reports (i.e. candidate pipeline, time to hire, cost to hire, source) Create custom reports, such as recruiter efficiency Recruiters Easy database extraction of jobs, candidates and team feedback Source: SuccessFactors
- 25. Where do I start? What is my core need and current technology landscape? What are my competitors using? Will this give me an edge? How much flexibility do I have to try things out? Am I really to own up to this subject, even on IT and procurement?
- 26. Questions asked by savvy HR tech buyers? • What is the business challenge I’m facing today? • Breaking down your process: what are my must haves (70%) and good to haves (30%)? • Where can I get some real customer references? Any unpleasant surprises? • What are your unique features? Show me. • Will they guide me through the implementation and support me beyond? In-house or through a partner? • What is the pricing model? Are there any hidden costs? • What is the vendor’s customer support, product roadmap, and even financial health? • What is my current technology landscape? Integration with HRIS? What about data migration?
- 27. Tell us what you think! Max_Armbruster@rollingarrays.com Country Director, Hong Kong and Taiwan Colette_Leung@rollingarrays.com Principal Consultant
Editor's Notes
- How it was 10 years ago, compared to now
- No wonder we are so overwhelmed – They promise so much and they have all these confusing name
- Let us try to dive into that space with different lenses. That’s reframe talent acquisition in terms of our own processes – Attract, Engage, Select, and Onboard, before we look into which ones can be automated by technology. Attract: before the candidate hits apply, how are we reaching out to them? Engage: Once they decided to apply, how easy it is for them find the job description and submit their information? Select: Now with candidates in the pipeline, how are we qualifying them efficiently through assessments and interviews? Onboard: More and more companies are investing in ways to delight their staff and smooth their transition into the new company. How is this enhanced with technology? Measure: We live in the world of big data and there will be reports and analysis that you need to measure your performance against, whether it’s Cost of marketing and their ROI, the number of applications you actually get, time to hire and the actual quality of the new hires tracking their performance 3 months, 6 months to a year from now. - Traditional ATS only focused on the SELECT and maybe a bit of engage, but the scope has really expanded beyond.
- Employee value proposition, candidate experience, a lot of marketing concepts are entering the HR world. So we got to start using their terms. Marketing effort has to be razor sharp, because you can cast a much wider net for social media.
- Anyone who has completed graduate job applications can relate to this experience One question to ask is, do we really need all of this information?
- Quite like this one, under 3 clicks But there are some companies, especially the big 4s, that makes you look through a few things before you find the “real“ apply button
- Depending on the job, not everyone wants to apply directly on mobile, because they don’t have a CV on their phones, but it helps to be able to save the link and apply later, or apply with linkedin
- Do we really need all that repeated information? Cut out account creation. 35% of applicants drop off Bounce rate
- Manual -> streamline -> automate Negative candidate experience – 65% who don’t hear back from the interview, less likely to buy from your organization 80% use mobile at some point
- “iCIMS also scores applicants based on skills matching and presents them in order of their score.”
- Launchpad – Microsoft / Arytza (6 to 7 questions, 30 min to think, 2 min to answer) / diagio (drink) – supply chain Hirevue – Accenture – did it to go to an event Negative candidate experience – 58% who don’t hear back, less likely to buy 65% who don’t hear back from the interview, less likely to buy from your organization
- Interview kit Calendar coordination Feedback reminders Competency-based team feedback form – Shell: Capacity, Achievement, Relationship (based on this feedback, recruiter gives lengthy feedback on graduate candidates’s strength / weaknesses”
- Element of surprise: Personalized message. Video welcome (that’s authentic, not reused) - Personalized notebook