Why Candidate Experience Will Make or Break More Than Just Hiring

CHRIS HOYT Partner, careerXroads @THERecruiterGuy

ERIC WINEGARDNER SVP, Client Adoption & Sales Enablement, Monster @ewmonster

2,113 Job Searches on Monster in the US

4,169 Job Views on Monster Globally

14 NEW Resumes added to the US

Resume Database

EXERCISE

SIXTY SECONDS

DEFINING CANDIDATE EXPERIENCE

HOW DO YOU DEFINE CANDIDATE EXPERIENCE?

Assessments

All about the applicant

Phone Screen

Black H

ole

Easy Search

Communication

Enga

gem

ent Interview

Important

Process

First Day

Social

Employment Brand

Employee Value Proposition Feedback

Offer Letters

On B

oarding

Background Check

“The attitudes and behaviors of individuals who aspire 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.”

Gerry Crispin, SPHR Principal and Founder, careerXroads

Board Member, The Talent Board

2015 Candidate Experience

Award Winners

WHY DOES ALL OF THIS MATTER?

3 MILLION

80%

$600 MILLION

$250 AVERAGE CUSTOMER SPEND

# APPLICATIONS PER YEAR

% APPLICANTS THAT ARE CUSTOMERS

TALENT ACQUISTION CUSTOMER VALUE

IS TO TELL A CANDIDATE THEY ARE GOOD ENOUGH TO BE YOUR

CUSTOMER, JUST NOT GOOD ENOUGH TO BE YOUR

EMPLOYEE.

EVERY RECRUITER’S CHALLENGE…

POLLING QUESTION: HOW HIGH OF A PRIORITY IS “IMPROVING CANDIDATE EXPERIENCE” IN YOUR 2016 PLANNING?

A) It’s all we think about. B) It comes up every now and then, we’re working on it. C) Aware, but many other issues take priority. D) What is Candidate Experience?

BASED ON YOUR EXPERIENCE WITH US, HOW LIKELY ARE YOU TO CHANGE YOUR CUSTOMER STATUS?

23% 47%

18% 12%

NET PROMOTER SCORE IN TALENT ACQUISITION?

Based on your most recent application/recruitment experience, how likely are you to recommend us as an

employer to a friend or colleague?

58

WHAT ARE CANDIDATES SAYING?

SAID THE JOB DESCRIPTION WAS THE MOST USEFUL EMPLOYMENT CONTENT 74%

2015 Candidate Experience Awards Survey

MOST VALUABLE EMPLOYMENT CONTENT IN JOB RESEARCH

JOB DESCRIPTION

74%

SALARY RANGE

39%

BENEFIT DETAILS

33%

SUCCESSFUL CANDIDATE

PROFILE FOR THE JOB

25%

CAREER PATH EXAMPLES

23%

CANDIDATES ARE DOING THEIR RESEARCH

SHARING EXPERIENCES PUBLICLY

25%

21%

MAYBE

32%

48%

LIKELY

29%

KEEP PRIVATE

POSITIVE EXPERIENCE

41%

NEGATIVE EXPERIENCE

66%

80%

INNER CIRCLE

POLLING QUESTION: HOW OFTEN DOES YOUR COMPANY SURVEY CANDIDATES ABOUT THEIR EXPERIENCE SEARCHING, APPLYING AND INTERVIEWING FOR A JOB WITH YOUR COMPANY?

A) After every job is filled B) Monthly C) Annually D) We do not conduct candidate surveys

IF CANDIDATE HAD A NEGATIVE EXPERIENCE

WHAT ARE EMPLOYERS DOING?

4 CLUSTERS OF PRACTICES FOR CANDIDATE EXPERIENCE

•  Demonstrating how we listen to candidates •  Setting expectations •  Accountability •  Perceived fairness

POLLING QUESTION: HOW DO YOU HOLD RECRUITERS OR STAFFING MANAGERS ACCOUNTABLE FOR THE CANDIDATE EXPERIENCE?

A) Defined metrics tied to individual performance review B) Defined metrics measured at team level C) We do not measure Candidate Experience or hold our teams accountable D) Other (be prepared to explain!)

THE PROGRESSIVE PROMISE

•  Over 300k candidates a year = $465m at risk •  Implemented NPS survey at candidate final

stage and holds recruiting team accountable

•  "The Progressive Candidate Experience Promise"

T-MOBILE LISTENS & COMMUNICATES •  Embedded process to listen and

respond to candidates - showing significant positive results.

•  Fun infographic AND video published on career site.

•  EVERY job shows how long it's been posted and how many have applied.

At the bottom of every job…

COMCAST COMMITMENT TO TRANSPARENCY

•  Dedicated on-site candidate experience teams established

•  INSTANT feedback in interviews. Candidates know immediately if moving forward or no longer being considered - and why!

POLLING QUESTION: HOW DOES YOUR COMPANY PROVIDE DETAIL TO CANDIDATES WITH REGARDS TO WHY THEY WERE NOT SELECTED?

A) Direct recruiter conversations B) Email communication C) We do not provide candidates feedback

WHAT’S NEXT?

QUESTIONS?