Download - Managing the Candidate Experience
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Managing the Candidate Experience
Jason Webster
@worldwidejweb
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The Candidate JourneyCandidates experience 5 unique stages during the hiring process:
1. Discovery: Candidate first hears about a job through a referral, news feed, or job board.
2. Research: Candidates are visiting an average of 12 websites to assess an opportunity.
3. Decision: Candidates whether to take the action of applying for the job.
4. Communication: Interactions from scheduling to interviewing influence the candidate.
5. Resolution: Candidate clearly understands the results from the hiring process.
Recommendation: “Mystery shop” your own hiring process on a consistent basis.
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Moment of Truth: DiscoveryThe first impression for a candidate tends to be text-based.
From a friend: From a job board:
From their news feed:
Action: Be aware of what candidates see as a first impression.
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Moments of Truth: ResearchUnderstand where your candidates are most likely to land when doing research.
Careers Site Front Page Indeed Glassdoor LinkedIn Job Boards
Action: Run searches for careers, specific jobs, and locations to see what the candidate sees.
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Moments of Truth: DecisionThe application process can be a roadblock for top candidates.
Action: Complete your online application process. See how long it takes, and what it’s like.
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Moments of Truth: CommunicationCandidates like to be informed during the hiring process.
Phone Email Video Chat Text Message
Still works Standard Qualifying Interviews Highest Read Rate
Action: Rank highest response rates by communication method. Capture candidate info.
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Moments of Truth: ResolutionFinal resolution in the hiring process is crucial to a candidate’s experience.
Red: The candidate is being declined, but they much prefer to know where they stand versus no feedback at all...and in a timely manner.
Yellow: The candidate is not a fit right now, but you want to
keep an open dialogue for the future.
Green: The candidate is a match for a current opening.
Action: Determine your response time, and quickly place candidates in proper bucket.
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Driving the Candidate Experience
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The Power of SocialSocial media is highly influential to the Candidate Experience.
What the experts are saying: What your employees are saying:
Action: Identify your people with the most “social” influence. Empower them to tell their story.
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Build Your StoryCandidates want to know what it’s “really” like at your company.
Content featuring departments: Content showing personality:
Content featuring locations:
Action: Build a value proposition that reflects your team, and top candidates will respond to.
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Manage Your Recruiting ContentBuilding and managing recruiting content is central to your success.
YouTube: Facebook: Instagram:
Action: Save every recruiting image and video in an easily accessible location.
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Empower Your PeopleThe number one influence on Candidate Experience is your people.
Facebook: Quora: Blog Comments:
Action: Identify your “social” influencers. Pick the right platforms. Provide the right content.
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Tips & TricksOnce your value proposition, recruiting content, and social team are in place:
1. Pick a consistent theme to be used across all of your social channels (i.e. “Inside Amazon”).
2. Make sure all of your social channels have consistent addresses (i.e. @InsideAmazon).
3. There are three main rules with social sharing: Be Visual, Be Consistent, and Be Responsive.
4. Utilize all of your channels to drive candidates to your own careers site and calls to action:
a. Apply
b. Join Network
c. Refer Quality Candidates
5. Follow the social channels of companies you admire for inspiration and ideas.
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Measuring Candidate ExperienceKey points you should measure within each stage of your hiring process:
1. Discovery: Top sources of hire, and how accurate is the information.
2. Research: Top traffic sources to your careers site AND job pages.
3. Decision: Top sources for clicks on apply.
Dropoff percentage on your apply page.
4. Communication: Response time to new applicants and candidates
in the interview process.
5. Resolution: Average time a candidate is “active” in your process.
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Thank You!
Jason Webster
@worldwidejweb