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.

10

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

14

Rule # 2 – “Walk in My Shoes”

John Boudreau, Beyond HR- the New Science of Human Capital

15

Rule # 3 – “Hear Me Now”

16

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”

18

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%

20

Rule # 4 – “Speak Clearly”

21

Rule # 4 – “Speak Clearly”

22

Source: mobile recruiting camp, Fall, 2011

Rule # 4 – “Speak Clearly”

23

...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”

25

N/A

Experiment

Limited

Routine

Extensive

Source: thecandidateexperienceawards.org, 2011

N/A

Experiment

Limited

Routine

Extensive

Source: thecandidateexperienceawards.org, 2011

27

28

Don’t Get Too Far Ahead of Your Audience

30

Source: thecandidateexperienceawards.org, 2011

Jobs- All Currently Open

Job Descriptions

Company Product Info

Company Values

Rule # 4 – “Speak Clearly”

31

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”

32

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?

33

34

35

Rule # 5 – “Answer Truthfully”

36

Rule # 5 – “Answer Truthfully”

37

Rule # 6 – “Deliver What You Promise”

38

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?

39

How [57] Employers say they treated unqualified candidates

nothing

other

required…

…w/ feedback

40

What [7,500] candidates who were rejected say…

Source: thecandidateexperienceawards.org, 2011

41

…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”