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©SHRM 2013 1 Presentation Title Presenter’s Name • Date Your Candidate Experience: Sure Bet or Losing Proposition? Gerry Crispin, sphr
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©SHRM 2013 1
Presentation Title Presenter’s Name • Date
Your Candidate Experience:Sure Bet or Losing Proposition?
Gerry Crispin, sphr
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2 0 1 3 - C a n d i d a t e E x p e r i e n c e - 2 0 1 3
Your Candidate Experience:Sure Bet or Losing Proposition?
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Inspiration Define & Measure Lessons Learned
C U R R E N T S T A F F I N G M O D E L
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17,500
Candidates
Complete
Survey
17,500
Candidates
Complete
Survey
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2012 North American Candidate Experience Award Winners!
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2012 UK Candidate Experience Award Winners
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A.Everyone who can possibly do the job.
B. Everyone who expresses interest in a specific opportunity.
C. Every qualified applicant.
D. The ‘Finalists’ we bring in to interview & select.
E. All of the above.
What Do We Measure?Do We [Employers] Even Know What a ‘Candidate’ is?
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Candidates know the moment they become one……and expectations form in that instant
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… attitudes and opinions…
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…
… actions taken
What Do We Measure?What is the Candidate Experience?
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[Operational] Definitions are Even more Important.
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Definitions are Important: What is the Candidate Experience?
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company performanceSales
new hire time to performCandidate Quality
H i r e C o n v e r s i o n R a t e
RetentionCompensation
Lesson # 1 – “Know My Value”
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Source and apologies: Non Sequitur, Wiley Miller 8/28/10
Black hole
Lesson # 2 – “Walk in My Shoes”
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Source: CareerXroads survey, 2011
http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256
Source: CareerXroads Colloquium survey, 2011
53% of recruiters have applied to their own jobs.
How many steps in your hiring process……from the candidates point of view?
BUT ONLY 7% of Employers…
have EVER attempted to ‘MYSTERY-SHOP’
Their entire recruiting process
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Lesson # 3 – “Hear Me Now”
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Employers said
Do you listen when they APPLIED?
9.1% of the applicants
agreed
Source: theCandEs.org, 2012
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Do you listen to the finalists?
Employers said 20% ofFinalistsAgreed
Source: theCandEs.org, 2012
63.3%36.7%
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Lesson # 4 – “Speak Clearly”
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Align communication methods to your audience
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Candidate job search engagement through connections and relationships on social media are significant and growing.
Source: theCandEs.org, 2013
Employers
Online
Candidates
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How Mobile-enabled are you?
Source: CareerXroads 2013
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Referred Candidates are
more likely than Non-referred Candidates to receive an offer.
were aware of and used employee referrals.
of those who were referred received job offers.
Scale Employee Referrals – Candidate Initiated
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Lesson # 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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You have Questions.
We’re ready with
honest answers.
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Lesson # 6 – “Deliver What You Promise”
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You must make a promise……before you can deliver on it
…our online application can be completed in less than two minutes.
…all candidates…reviewed and communicated…1-20 days.
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43.7%43.7% 45.9%45.9% 10.4%10.4%
How do you rate your company’s ability to communicate with UNQUALIFIED candidates?
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How do you treat unqualified candidates?
Nothing – 10%
Other – 31.6%(23.3% “automated message”)
Required – 30.0%
Source: theCandEs.org, 2013
…w/ feedback – 6.7%
Not Required - 21.7%
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54.2%54.2% 37.5%37.5% 8.3%8.3%
How do you rate your company’s ability to communicate with QUALIFIED candidates
That are NOT SELECTED as finalists?
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How do you treat qualified candidates…….who inquire because they haven’t heard?
Source: theCandEs.org, 2013
45.0% The recruiter whose email
is included would be responsible for providing
31.7% We would be surprised!
We let them know by email
13.3% It would be difficult.
No contact was given.
21.7%We remind them to
Use the ATS status
21.7% Other
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17.9%17.9% 38.5%38.5% 43.6%43.6%
How do you rate how you were treated When you were NOT SELECTED by [Company Name]?
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How [10,000] candidates said they were rejected:
Source: theCandEs.org 2012
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28.8%28.8%
How likely are you to change (+ or-) as a CUSTOMER of [Company Name]?
24.9%24.9%46.3%46.3%
Unlikelyto
changeLikely
tochange
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31.7%31.7%
How likely are you to REFER someoneto [Company Name]?
17.7%17.7%50.6%50.6%
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How likely are you to REFER someoneto [Company Name]?
31.7% 17.7%50.6%M M MXX X BB B
There are differences between (M) Millennials and (B) Boomers
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#1 – “Know My Value”#2 – “Walk in My Shoes”#3 – “Hear Me Now”#4 – “Speak Clearly”#5 – “Answer Truthfully”#6 – “Deliver What You Promise”
C U R R E N T S T A F F I N G M O D E L
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We applied to:
Experienced salaried position (3+ yrs. experience) 31.1%
Hourly wage position 29.9%
Management salaried position 14.8%
Entry level salaried position (0-2 yrs exp., new graduate) 12.0%
Sr. Leadership (Director, Executive) 4.9%
Other (internship, seasonal, contract) 7.3%
