#firmday 15th nov 2013 kirstie kelly launch pad recruits -using recruitment technology for...
TRANSCRIPT
Using technology innovation can support your candidate engagement agenda…
Really…..?
Who am I and where I’m from?What are our customers challenges?
What’s the reality? Is this a wider issue?How do you do it?Who does it well?
What’s the benefit…
This session….
Who am I...
Over 15 years experience recruitment, hospitality, technology, brand and
communication
Kirstie Kelly - Director
Who we work with…
What we do…
Find the best-fit candidates
Videohelps youidentify…thehidden gems
Make the right short-listing decisions, quickly
…by providing the tools for structured, consistent and auditable assessment.
How LaunchPad’svideo interviewing worksIt’s not like Skype… Our 4 simple stepsmake video interviewing effective and easy:01Set the questions
02Invite candidates
03Review response
04Collaborate
Challenging times...
What are the challenges our
customers face?
How do they ‘connect’ with candidates...
How do they provide an exceptional experience for ALL candidates?
How to balance attraction with selection…
How do they compel candidates to make the right decision to join their
brand?
How do they keep candidates engaged throughout the hiring process?
What’s the reality?
2; 4%
1; 4%
0; 8% 16%
3; 4%4; 5%
5; 26%
6; 6%
7; 9%
8; 12%
9; 9%
10; 11%
Negative Experience - Black Hole Effect
0 – 3
Neutral ExperienceNeither Negative nor
Positive4 – 7
Positive Experience - Awe Inspiring
8 – 10
50% 33%
How do you rate your overall experience with the company you’ve applied to?
Candidate Experience Awards 2013
47%I had no
relationship with the company
21.1%I was/am a
customer of the company
16.8%I have Friends/ Family w/the
Company
9.1%I follow the company
6.0%I am an
advocate for the company
The majority of candidates (53 percent) claim some relationship at the outset.
Candidate Experience Awards 2013
Communication with Candidates who are Not Selected
2.9%Negative
28.5%Positive
42.8%Neutral
8.6%Negative
48.5%Positive
28.4%Neutral
43.6%Negative
18%Positive
38.5%Neutral
Candidates rated the quality of the communication provided
after NOT being selected.
Employers rated the company’s ability to communicate with
QUALIFIED candidates that have not been selected for an
interview.
Employers rated the company’s ability to communicate with UNQUALIFIED candidates.
Candidate Experience Awards 2013
Relationship After ApplyingCandidate Experience Awards 2013
How likely are you to share your experience: Positive or Negative?
25
What candidates say they want?
Can I please get some feedback?
Be honest & transparent
Why do I want to be in your community?
Treat me with respect
Remove the long winded
application process
Candidate Experience Awards 2013
One third of those surveyed said they received no response at all to an application
30% received a standard template email without any specific details
Only 16% received phone calls from the recruiter/hiring manager providing little or general feedback
17% received phone calls from the recruiter/hiring manager, providing specific feedback and answering any questions
Candidate Experience Awards 2013
Over 30% of candidates said they didn’t receive any feedback at all from their application and seemed to fall into the black hole
Candidate Experience Awards 2013
How technology is enabling candidate
engagement
Social Media
Mobile
Gamification
Video
‘apps’empowering
ATS
Simulation
technology coming of age to deliver a more engaging and relevant experience
Explosion of video interview technology for convenience & cost savings
Mobile Job Apps,Geographic conditions driving change
“Virtual Job try-outs” and more interactive, practical candidate assessments”
RAPID SLOW
Intelligent use of social media to drive referrals and segmented employment brand messages
Courtesy of
Overall results 2700 candidates applied for role for Selfridges’ new ‘Denim’ department 46 offers were made1.7% success rate using video interviewing Previous campaigns using telephone screening have shown a 0.9% success rate
Assessment success Offer rate for candidates invited to assessment: Before LaunchPad 10% conversionAfter LaunchPad 47% conversion
Candidate feedback (we survey all candidates who use LaunchPad) “This really was a quick and easy way of completing my interview”... "I found it really motivating and it showed the company cares about everyone who applies"
The world expects to be mobile…
Growing Trends…Reinvesting cost savings
from direct hiring into Candidate Concierge
& Talent Adviserservices
Candidate Satisfaction Surveys
RPO ContractsMystery Applicant
Even greater emphasis and appreciation of the value of
Alumni & Employee Referral
Programmes
Candidate Satisfactionembedded in
Recruiter KPIs(and hiring managers?)
How do you balance their skills between that of a recruiter and
marketeer
7. On-going communications
6. First 90 days 5. From job offer to first day
1. Awareness / Introduction to the company
2. Campaign specific / Entry points
3. Making an application
4. Assessment and selection
Stages of engagement
8. Exit communications
Multiple chances to engage and connect
with candidates
Here’s why it works...
Leave candidates feeling positively about the company.
Give candidates an opportunity to stand out from the crowd.
Selection processes should leave candidates feeling positively about the company.
Office: 0207 183 0418Mobile: 07787 130512
Email: [email protected]: launchpadrecruits.com
Kirstie Kelly