William: Overview of what we’ll be speaking about today
William: William Tincup, Prinicapl Analyst at Key Interval Derina Asamczak, Recruitment Marketing Manager at CH2M Marvin Smith, Strategic Talent Sourcing Consultant at Lockheed Martin
William: It wasn’t all that long ago that this was much more straightforward.
You opened a job requisition posted it to a job board and candidates without any real
options had to go to the job board to see new opportunities
That has changed and quickly.
Different era of digital transparency (basic humanity)
Spoke to a candidate, their process:
o Google Company
o Glassdoor Company
o LinkedIn (former employees)
How do you recruit a candidate that knows it all?
How can we be a part of the change happening with the job search.
MARVIN: For us at Lockheed Martin, we like to think about it as the intersection of Outbound, Inbound and Brand
DERINA: Candidate Experience Awards. Use data to consistently improve Recruiting process. Now improve recruitment marketing process.
WILLIAM: To be able to provide transparency, you first need to know who you are and the
value you provide.
We want people to Chase Us
But not everyone is attractive. Some have humor. Some are kind. What are you?
The other side is what do the candidates you want to recruit want?
Realistic job previews and day in the life.
Day in the life videos per discipline
Virtual Career Fairs
One brand for CH2M (all about the employee)
Social Networks (stats on content)
WILLIAM: Your reputation is being shaped online today and most importantly, candidates are
using it to make decisions on whether to apply or not apply.
Sites like Glassdoor and LinkedIn provide a 3rd party look at your organization. Warts and all.
- Glassdoor. 242 of Hires went back to view
- 1.8 million of 6 months of this year on Glassdoor
Turned down offer on Glassdoor review
Talent Acquisition – 4 years responding to that
Respond to Negative Comments
Measure Positive / Negative Sentiment
Categorized different employee sentiment
WILLIAM: We talk a lot about the candidate experience from a applicant perspective but we
don’t talk a lot from the research phase in the candidate’s journey. Not every candidate is ready
to apply today but in talent acquisition we rarely provide options to hear more about our
culture and employment brand.
Recent research by SmashFly, 27% of the Fortune 500 have an external option other than apply
on their Career Site that is not a job alert.
We need to provide more options. But the real question is how do we build better relationships
with the folks that we do capture?
Own Sourcing Database
Talent Network Form in apply flow
1 million contacts
Beginning to build out our communication strategy
Military Connect Talent Community
Welcome to Talent Network email. My email address to me.
Talk to a person (respond to each reply)
A key part of our candidate engagement strategy for qualified contacts
Our most recent newsletter
o 51% open rate
o 16% clickthrough rate
o 666 New Applicants
WILLIAM: One of the biggest pet peeves we have in talent acquisition is not setting
expectations well enough.
Fedex for Recruiting – Setting expectations for what happens next in the process
Marvin: Highly Skilled Labor that Works for Jets
Interested but how to keep engaged / up to date
90 days to fill a job
Full Background Check process
Use Automation to Nurture and Set Expectations (Better Customer Service)
Drop-off Google Analytics (70% of drop-off at internal screen)
Candidate Connection Agent
William: Why does McDonalds have a Kids Meals. They want Customers for Life. So how do we
create awareness and brand for our careers that resonates and helps us achieve our goals.
MARVIN: Future Pool
- Robotic Awards
- Software Bootcamps
- STEM (Awareness & Story)
- Change jobs but not switch companies
- How do we offer jobs
- Internal Mobility – Communicate
- Summer Program – STEM (Future Talent)
- Hard to Find Perfect 10-15 years of experience
- Retired Consult is a big pool for us too
William: Now the real question is how do we measure the candidate journey and how effective
we are at providing a good experience for candidates.
What is the core data that we use to measure success across our candidate populations?
MARVIN: NPS is becoming more and more important. Candidate success is how they perceive us and how they rate us. Measure relationship with hiring managers as well. How do we recommend you
DERINA: NPS score
William turns it over to Deirdre for Questions
The Candidate Journey and What Affects the Decision to Apply
The Candidate Journey &
What Affects the Decision to Apply
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Intro to Speakers
Key Interval Research