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C a n d i d a t e R u l e s - 2 0 1 2
C a n d i d a t e R u l e s - 2 0 1 2
3
2011
- 100s - 58 - 33 - 24 - 11,500
2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
Administrative Assistant
2007 – Morris (M.R.) Goodbar
MBA Graduate
2008 – James (Jim) Knee Cricket
Sales
2010 – Jack Coostow
Environmental Technician
2011 – Chris Kringle
Security Systems Programmer 2009 – William B. Baggins
Accounting
What does it mean to be a ‘Candidate’?
Poll #1
A. All the people who have applied for a job and are deemed qualified.
B. Everyone who can possibly do the [open] job is a ‘Candidate’.
C. Everyone who expresses interest in a specific opportunity.
D. The ‘slate’ of finalists we bring in to interview & select.
E. All of the above.
[Standard] Definitions are Important:
What is a ‘Candidate’?
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.
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Rule # 1 – “Know My Value”
Rule # 1 – “Know My Value”
company performance
Tie Candidates’ experiences directly to:
The Candidate Experience is measurable.
The only question is… are you willing to determine its value?
Sales
new hire time to perform
Candidate Quality H i r e C o n v e r s i o n R a t e
Retention Compensation
Source and apologies: Non Sequitur, Wiley Miller 8/28/10
Rule # 2 – “Walk in My Shoes”
Source: CareerXroads survey, 2011
53% of Recruiters...
HAVE APPLIED
TO THEIR OWN JOBS
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
Rule # 2 – “Walk in My Shoes”
Source: CareerXroads Colloquium survey, 2011
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Rule # 2 – “Walk in My Shoes”
John Boudreau, Beyond HR- the New Science of Human Capital
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Rule # 3 – “Hear Me Now”
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Poll #2
A. No.
B. Sort of. We ask a random sample…on occasion.
C. Yes, we ask everyone who completes an application for feedback.
D. Yes, we ALSO ask the people who abandon the application.
Do you ask Candidates for feedback…at
the time they APPLY?
Even those
who abandon
the application
Do you listen 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”
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Rule # 3 – “Hear Me Now”
Do you ask FINALISTS for feedback?
“No”
“Some”
“Yes” [before] “Yes” [after]
Source: thecandidateexperienceawards.org, 2011
68% of
2,162 Finalists
said., “No”
55 Employers said,
51.2%
7.3% 22.0%
19.5%
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Rule # 4 – “Speak Clearly”
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Rule # 4 – “Speak Clearly”
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Source: mobile recruiting camp, Fall, 2011
Rule # 4 – “Speak Clearly”
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...TEXT, call
or chat with
recruiters?
...navigate to your
firm’s
m.enabled Career
Site
& search for new
jobs?
...CHECK their
resume STATUS?
Can Candidates use their mobile phones to…
...APPLY for a job with a
previously saved profile?
36%
3.2%
19.4%
32%
Source: CareerXroads survey, Fall, 2011
Rule # 4 – “Speak Clearly”
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N/A
Experiment
Limited
Routine
Extensive
Source: thecandidateexperienceawards.org, 2011
N/A
Experiment
Limited
Routine
Extensive
Source: thecandidateexperienceawards.org, 2011
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Don’t Get Too Far Ahead of Your Audience
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Source: thecandidateexperienceawards.org, 2011
Jobs- All Currently Open
Job Descriptions
Company Product Info
Company Values
Rule # 4 – “Speak Clearly”
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Source: thecandidateexperienceawards.org, 2011
Practice tests related to the job
Self-assessment of culture fit
Simulations (video) of core jobs
Diversity- Stats by job specialty
Rule # 4 – “Speak Clearly”
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Rule # 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?
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Rule # 5 – “Answer Truthfully”
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Rule # 5 – “Answer Truthfully”
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Rule # 6 – “Deliver What You Promise”
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Poll #3
A. Nothing. We only get back to candidates we’re interested in.
B. Recruiters are not required to respond- some do anyway.
C. Recruiters are required to respond with a standard script.
D. Recruiters are required to give [some] feedback.
How do you treat unqualified candidates?
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How [57] Employers say they treated unqualified candidates
nothing
other
required…
…w/ feedback
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What [7,500] candidates who were rejected say…
Source: thecandidateexperienceawards.org, 2011
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…our online application can be completed
in less than two minutes.
…all candidates…reviewed
and communicated…1-20 days.
Rule # 6 – “Deliver What You Promise”
Rule # 6 – “Deliver What You Promise”
84% Acknowledged Chris
[Kringle] when he Applied
32% Informed Chris when
he was NOT selected
Rule # 6 – “Deliver What You Promise”
Thank you
(be specific)
Brand
(again and again)
Create
Expectations
Promise closure
Manage feedback
Rule # 6 – “Deliver What You Promise”
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”