trends2

Trends 2011+ :

Engage Them or Enrage Them…Your Choice

Gerry Crispin & Mark Mehler, CareerXroads

TRENDS

Social Media

Mobile

Candidate Experience

Audio/Visual Bandwidth

DEMO

GRAPHIC

S

Source and apologies: Non Sequitur, Wiley Miller 8/28/10

Black hole

Lemming Law

5

The “I Know It When I See It” Theory of Selection

1-Carrot Recruiter Score Card

7

More With Less Budget Philosophy

Job Interviews: Live, Archived, Remote, Campus, High-volume etc.

Job Descriptions: Diary, Day-in-the-life, Job Shadow, V-logs, Chats, Webinars, Jobcasts, Virtual Job Fairs

Selection: Simulations, Case Studies, Games

Learning: Training, Onboarding, Development

91% of Americans“ have a mobile wireless subscription(What can you, your recruiters, your clients

and jobseekers do with these?)

...TEXT, call or chat with recruiters?

...NAVIGATE your firm’s m.enabled Career Site & search for new jobs?

...CHECK their resume STATUS?

Can your Candidates use their mobile phones to…

...APPLY for a job with a previously saved profile?

40%

7.8%

15.7%

14.7%

Source: CareerXroads Mobile survey, 2010

15

Pepsico

17

The Web Is Undergoing A Fundamental Change…

…Must Understand Behavior, Not Technology

The Word ‘Friends’Is NotHelpful

19

People Form Relationships withMultiple Independent Groups

Human Resources/Staffing Must Learn to Design for Different Types of Relationships

Within Groups Relationship Strength Varies

You Should Consider Our Company…..

Weak Tie-College-

Strong Tie-Family-

Temp. Tie-Recruiter-

Influenceis aComplexBusinessProcesses

As Volume of Information Increases…

…We Increasingly Rely on Others in Decision making

Communication Profile of 18-30 Year Olds…

…With 7-15 People! (Strong Ties)

MaintainingPeople’sPrivacyShould BeA TopPriority(18-30)

Pay Attention to….

…Who influences your top candidates,

….Quality of content and the means with which it is communicated.

…Privacy. It leads to trust…or doubt.

You may measure the impact directly:

- Your sales.- Your access to quality candidates.- Your compensation strategy.- Your hire conversion rate.- Your new hire time to perform.- Your retention.- Your company’s performance.

The Candidate Experience WILL affect them all indirectly.

The attitudes and behaviors of individuals who seek to work for a firm…

…about the recruiting process, the stakeholders in the process, the work and the company itself as a place to work.

– CareerXroads

Source: CareerXroads Candidate Experience monograph, March, 2011

IT is what THEY say it is

If the candidate experience is important… ….ask them

Source: CareerXroads survey, 2010

59.3%…CONDUCT FOCUS GROUPS of NEW HIRES.

69%…SURVEY FINALISTS.

ONLY 5%…HAVE EVER SURVEYED A SAMPLE OF ALL CANDIDATES

52.7% (RECRUITERS) HAVE APPLIED TO THEIR

OWN JOBS

ONLY 7%…HAVE EVER ATTEMPTED TOMYSTERYSHOP

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

James Knee CricketWoodstown, NJ [email protected]

32

http://www.thecandidateexperienceawards.org

...Give Evidence Candidates Are Welcome.…Align Communication To Candidate Preferences…Make Recruiters Accessible…Answer ‘Why’…Provide Relevant Content…Demonstrate Respect.

Specifically:- Acknowledge Interest- Promise Closure- Provide Next Steps- Guarantee Privacy & Data Protection- Communicate Closure- Deliver on Status, Feedback and Guidance

How frequently does this position come open?

How many people typically apply for this position?

Where are successful candidates sourced from?

What is the profile of the last person to compete successfully for this position?

How long until it typically is filled?

What happened to the previous incumbent?

What [range] are you willing to pay? How competitive am I?

-Acknowledge Interest-Promise Closure

- Provide Next Steps- Guarantee Privacy & Data Protection

- Communicate Closure- Deliver on Status, Feedback and Guidance

84% Acknowledged Chris when he Applied

26% Informed Chris when he was NOT selected

Dear Chris:Thank you for applying for a position with Marriott International HQ.

We do appreciate your interest in Marriott; however, we are currently pursuingother candidates whose background and skills more closely fit our currentneed.

Please continue to review our open positions on Marriott.com for any otherposition you would like to pursue.

We wish you much success with your career search.

Sincerely,Marriott Recruiting ServicesPosition: 728130-Systems Analyst-Senior Applicant ID: 83768624

Apr 5 Hi Chris,

Thank you so much for giving us the opportunity to consider you for our Information Security Engineer 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, Tonya ShtarkmanThe Zappos Family Recruiting Team

Thank you(be specific)

Brand(again and again)

Create Expectations

Promise closure

Manage feedback

41

Great Recruiting

starts with

great employers and recruiters

who are compelled to improve their results and the way they achieve them.

Gerry Crispin & Mark MehlerCo-Founders CareerXroads

www. CareerXroads.com, [email protected]

732-821-6652www.linkedin.com/in/gerrycrispin

THINK

Good Hunting!