gerry crispin shares the candidate experience awards at the best recruiter celebration
DESCRIPTION
At the 5th Annual Best Recruiter Celebration, Gerry Crisping commending the attending companies for being recognized as Best Recruiters and thanked ClearedJobs.Net for speardeading the Best Recruiter ProgramTRANSCRIPT
C a n d i d a t e E x p e r i e n c e
E n g a g e T h e m o r E n r a g e T h e m!
History
Definition
6-Lessons
Learned
Candidate Experience Awards by the #s
2012• 100s• 90• 62• 44• 37• 17,500• 7+1
4
6
Definitions are Important: What is the Candidate Experience?
… the attitudes and opinions that people form while seeking to work for your firm…
Source: CareerXroads Candidate Experience monograph, March, 2011
… regarding your recruiting process; the stakeholders in the process; the work itself; your company as a place to work…
… the subsequent actions of the candidates and their impact on the performance of your company.
8
company performanceSales
new hire time to performCandidate Quality
H i r e C o n v e r s i o n R a t e
RetentionCompensation
Lesson # 1 – “Know My Value”
How Candidates saw the Employers…
before they applied
How Likely Are You To Tell Your “Inner Circle” of Friends About How You Were Treated?
10
8.2%14.3%
58.5%48.5%
Very LikelyTo Share
Very LikelyTo Share
Very Un-Likely
BadExp.
GoodExp.
WelcomeTo
Apply
Finalists(If Any)
Here
Source and apologies: Non Sequitur, Wiley Miller 8/28/10
Black hole
Lesson # 2 – “Walk in My Shoes”
Source: CareerXroads survey, 2011
BUT ONLY 7% of Employers…
have EVER attempted to ‘MYSTERY-SHOP’
their recruiting process
http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
Source: CareerXroads Colloquium survey, 2011
53% of recruiters..have applied to their own jobs.
13
Lesson # 3 – “Hear Me Now”
Even those who abandon the application
Who listens to candidates when they APPLY?
“I was asked before beginning the application if I would be willing to
provide feedback immediately after completing the application”.
Source: thecandidateexperienceawards.org, 2011
55 employers said, 7.9 % of 6,652 candidates said
46.3%
46.3%
“Some”
“No”
7.3%2.4%
“Yes”
15
Who listens to FINALISTS for their feedback?
“No”
“Some”
“Yes” [before]“Yes” [after]
Source: thecandidateexperienceawards.org, 2011
68% of2,162 Finalists
said.,
“No”
55 Employers said,
51.2%
7.3%22.0%
19.5%
17
Lesson # 4 – “Speak Clearly”
18
Align communication methods to your audience
MEDIUM
19
Align Communication methods to your audience
20
Source: mobile recruiting camp presentation, Chris Hoyt, Pepsico, Fall, 2011
Align Communication methods to your audience
21
MESSAGE
Expert Riders
22
Lesson # 5 – “Answer Truthfully”
How frequently does this position come open?
What is the profile of the last person to compete successfully for this position?
What happened to the previous incumbent?
23
24
25
You have Questions.
We’re ready with
honest answers.
26
Lesson # 6 – “Deliver What You Promise”
2003 - Vinnie BoombotzCredit and Collections Supervisor
2004 - Gold E. LocksMarketing Assistant
2005 - Josh RandallRecruiting Team Leader
2006 – Ted E. BaerAdministrative Assistant
2007 – Morris (M.R.) GoodbarMBA Graduate
2008 – James (Jim) Knee CricketSales
2009 – William B. BagginsAccounting
2010 – Jack CoostowEnvironmental Technician
2011 – Chris KringleSecurity Systems Programmer
2012 – Charles BrownMarketing Assistant
From the Offer to the Seat, It’s the ‘Lack of Love Tour’
CareerXroads Brown Bag Lunch Webinar
Mystery ShoppingMay, 2012
Only 28 companies told Charles
Brownhe did not get
the jobor was not qualified.
From the Offer to the Seat, It’s the ‘Lack of Love Tour’
CareerXroads Brown Bag Lunch Webinar
Mystery ShoppingMay, 2012
7 companies gave Charles a reference # (that no one
will ever remember)
From the Offer to the Seat, It’s the ‘Lack of Love Tour’
CareerXroads Brown Bag Lunch Webinar
Mystery ShoppingMay, 2012
WLGrace,USAA, Zappos etc. allowed Charles to check his
Status – Best Practice
31
How Employers treat unqualified candidates
Nothing
other
Required
Source: thecandidateexperienceawards.org, 2011
…w/ feedback
Not Required
32
How [7,500] candidates said they were rejected:
Automated email
‘Do not Reply’
Recruiter p
hone call
Link to check status
Personal email
None of the above
Source: thecandidateexperienceawards.org, 2011
33
…our online application can be completed in less than two minutes.
…all candidates…reviewed and communicated…1-20 days.
How Sage delivers on its promises
Hi Charles,
Thank you so much for giving us the opportunity to consider you for our Merchandise Planning Analyst position at Zappos.com, Inc. or its affiliates.
I wish I had better news for you, but after reviewing your background and experience against the position requirements, we just felt that there wasn't a strong enough match.
I really appreciate the time you took to apply and know how time consuming and stressful a job search can be.
Please know that we will definitely keep your information on file for future potential matches and wish you the best in the meantime.
Respectfully, The Zappos Family Recruiting Team
Zappos
Thank you(be specific)
Brand(again and again)
Create Expectations
Promise closure
Manage feedback
Dear Chris Thank you for expressing your interest in our firm’s Security Systems opening on May 15.
We take pride in our selection this year as one of the 100 Best Companies in America to Work For. Learn more about why people want to work here.
We are still receiving applications. However, we are considering your interest since you have ALL of the basic qualifications required for the position. We have 82 applicants who meet all of the basic qualifications as of May 30.
We promise to notify you about your status by June, 15.Please follow this link to learn more about our hiring process.
Thank you again,Recruitment [email protected]
a World-class acknowledgement
C a n d i d a t e R u l e s - 2 0 1 2
#1 – “Know My Value”#2 – “Walk in My Shoes”#3 – “Hear Me Now”#4 – “Speak Clearly”#5 – “Answer Truthfully”#6 – “Deliver What You Promise”
L. E S S O N S L E A R N E D
Number of Resources Supporting Recruiting
Under 10 11-25 26-50 51-100 101-200 Over 2000.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
45.0%
2011 Response Percent 2012 Response Percent
# of Applicants and # of Unqualified
More than 90%
76% - 90%
51%- 75%
26% - 50%
11% - 25%
Less than 10%
0.0% 5.0% 10.0%15.0%20.0%25.0%30.0%35.0%40.0%
2012 Response 2011 Response
Applic
ant T
rack
ing S
yste
m
Asses
smen
t/Tes
ting
Provid
er
Backg
roun
d Ver
ificat
ion P
rovid
er
Candid
ate
Relatio
nship
Man
agem
ent S
yste
m
Emplo
yer B
rand
ing S
ervic
es
Video
Inte
rview
ing S
olutio
ns
Onboa
rding
Solu
tion
Outso
urcin
g (R
PO) Ser
vices
Social
Med
ia Ser
vices
Sourc
ing/M
ining
Solu
tions
Job
Distrib
ution
Ser
vices
Refer
ence
Che
cking
Pro
vider
0
10
20
30
40
50
60
70
80
90
2012 Response Yes Multiple 2012 Response Yes - One 2012 Response - Exploring
Solutions used in Recruiting
Who are the candidates in our survey?
04/11/2023 TalentBoard 2012 Copyright ©
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We are diverse: (3% declined to answer)
The Silent Generation (born in or before 1945) 0.8%
Baby Boomer Generation (born between 1946 - 1964) 29.6%
Generation X (born between 1965 - 1981) 39.9%
Millennial Generation (born between 1982 - 1995) 25.7%
Generation Z (born in or after 1996) 0.8%
We get Social for finding our next career:
LinkedIn 65.3%
Facebook 38.5%
Google+ 26.9%
Glassdoor 17.2%
Twitter 12.9%
BeKnown 4.2%
BranchOut 4.1%
Indeed 3.6%
Other (CareerBuilder, Plaxo, Quora, FourSquare, etc.)
10.1%
We applied to
Experienced salaried position (3+ yrs experience) 31.1%
Hourly wage position 29.9%
Management salaried position 14.8%
Entry level salaried position (0-2 yrs experience, college new graduate)
12.0%
Sr. Leadership (Director, Executive) 4.9%
Other (internship, seasonal, contract) 7.3%
:
60/40 split Male/ Female