Powerboost2010-Crispin-Candidate Experience

1

The Candidate Experience

‘Engage Them or Enrage Them’: It’s Your Choice

WHAT?

WHO?

HOW?

Are ALL Candidates Equal?




8

Two-and-a-half year paid training program

CollegeCollege

33rdrd Party Party

MilitaryMilitary

Non-USNon-US

InternIntern

ReferralReferral

2007200620052003 2004 2008 2009

36% 38% 32% 34% 28% 39% 51%

12Source: SHRM Staffing Research: The Employer Brand, April 2008

Core Values Excel

Innovate

Com

mun

ity

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“The meaning that attaches to the emotions and subsequent actions of your candidate.”

Exploring The Candidate’s ExperienceDefine The Candidate Experience

For what purpose?

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

James Knee CricketWoodstown, NJ [email protected]

Source: CareerXroads June, 2010

Yes, Often

Yes, Periodically

Yes, Once or Twice

Never

(1) (2) (3)

40.7%

31.0%

13.3%

…SURVEYED FINALISTS. (1)

…conducted FOCUS GROUPS of NEW HIRES. (2)

…checked your Online JOB POSTINGS. (3)

Have You Ever …Have You Ever …


…had Recruiters APPLY for their own positions. (1)

…had Recruiting Leaders APPLY under an assumed Name. (2)

…had Recruiting Leaders SIT IN to observe recruiter interviews. (3)

…had Recruiting Leaders SIT IN to observe Hiring Managers. (4)

Yes, Often

Yes, Periodically

Yes, Once or Twice

Never


(1) (2) (3)

48.3%

55.2%

37.9%

58.6%

(4)


(1) (2)

93.1% 93.1%


Yes, Often

Yes, Periodically

Yes, Once or Twice

Never

… Arranged For Real MYSTERY SHOPPERS to WALK-IN, fill out applications, etc. (1)

…Hiring Managers to APPLY to their own openings (2)

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• You Offered Me Evidence That You Respect Me As An Individual.

• I Discovered People Like Me Who Are Valued Members of Your Company.

• I Found a Reason Why I Would Come and Stay [and work my butt off].

• You Offered Me Evidence That You Are Telling the Truth.

Target/Welcome

Engage/Relate

Inform/Confirm

Respect

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Bench-mark Your Competitors & Best-in-class

Customize Content/Script To Your Target Audience(s)Integrate Your Communication PlatformsBring Recruiters Out Of the DarkDemonstrate A Sense Of UrgencyAnticipate Candidate Questions and Answer ThemDetail Your Community InvolvementTie In Self-AssessmentOffer Alternatives To ApplyingRespect Your Candidates- Acknowledge Interest- Promise Closure- Provide Next Steps- Guarantee Privacy & Data Protection- Communicate Closure- Deliver on Status, Feedback and Guidance

15-20%

Military

Customize Content to Your Target Audience(s)

22

OFCCP: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf

<3%

Disability

Customize Content to Your Target Audience(s)

23

Customize Navigation To Your Target Audience(s)Customize Content to Your Target Audience(s)

24

Integrate Your Communication Platforms

Enterprise wide, single-purpose hardware and software communications app

25


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

and jobseekers do with these?)


27




54.9%

No

Are Employees Blocked From Social Media?

Facebook Linkedin

TwitterMyspace

Other

36.6%

14.1%

29.6%

38.0%

38.0%

Align Your Communication Platforms

31

Bring Recruiters Out Of The Dark



34

Demonstrate a Sense of Urgency

35

Demonstrate a Sense of Urgency

Anticipate Candidate Questions and Answer Them

Why?

37


Why?

38


What is the job like?


What is the job like?

40

What are the next steps?


41

How far can I go?


42


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?

What does the Career Map of someone in this position look like?

43


44

Detail Your Community Involvement

Tie In Self-AssessmentsTie In Self-Assessments

46

Offer Alternatives To Applying

NewslettersBlogsMicroblogs

47

Jobcasts

Webinars

Chat


48

Alumni/Affinity/EmployeeReferralNetworks


49

Online CoursesVirtual Job Fairs


50

Job Shadowing

Speakers Bureau


51

Respect Your Candidates

- Acknowledge me (ALL actions).acknowledge

-Promise to let me know when a selection is made.commit

-Promise to protect my dataprotect

-Tell me what comes next. disclose

-Offer me ‘Status’. respond-When you Screen me,Tell me what you learned.

share-Tell me what it takes to compete successfully.

guide

52


84% Acknowledged Jack when he Applied

26% Informed Jack when he was NOT selected


54

Standard (35)- Thank you for your interest.- If we select you we will be in touch.- Do not reply


Thank you(be specific)

Brand(again and again)

Create Expectations

Promise closure

Manage feedback


Can Your Candidates Communicate, Complain or Obtain Status…

43.5%

56.5%

60.4% 57.8%

45.5%42.2%39.6%

54.5%

YES

NO

…Monitored Mailbox

…Customer Relations

…ATS for STATUS

…RECRUITERS


Final thought

If an exact duplicate of your very best employeewas researching you andconsidering whether toapply right now,what would happen?

Can you afford not to know?

Gerry Crispin, sphrCo-Founder. Principal & Chief Navigator

CareerXroadswww. CareerXroads.com, [email protected]

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

THINK

Good Hunting!

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Powerboost2010-Crispin-Candidate Experience