How taking part in the

candidate experience awards

helped companies to improve

their candidate experience

• What is this Candidate Experience anyway

• What are the Candidate Experience Awards

• Who is behind it: The Talent Board

• Why Companies Participate

• How we do it

• Participant Benefits

AGENDA

4/29/2015

What is this Candidate Experience anyway?

4/29/2015

What is this Candidate Experience anyway?

“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

Post-Purchase

Experience

Pre-Purchase

Experience

Purchase

Experience

Brand-Customer

Relationship

Advertising

Website

Product/ Service

Assortment

Point-of- Purchase Displays

Warranty Sales Force

Product

Quality

Loyalty Programs

Repair

Service

Customer

Service

Collateral

Purchase

The touchpoints that are

involved in the customer

actually making the

purchase up until the

point when they have

received the product or

service.

Post-Purchase

The touchpoints after

the sale, and often

during or after actual

product or service

usage, which help

you maximize the

customer experience,

customer satisfaction

and repurchase

Pre-Purchase

The touchpoints

involved in driving a

customer to short-list

your company before

the store visit or actual

purchase phase

Learning from Product Marketing

Touchpoints of a Customer Journey

Post-Application

Experience

Pre-Application

Experience

Application

Experience

Brand-Candidate

Relationship

Touchpoints along an Employee Journey

Apply

The touchpoints that are

involved in the potential

employee developing a

preference for a career

with a company and

gaining a job.

Post-Apply

The touchpoints after

the successful

application, involving

developing a real

commitment to the

company and retaining

the effective employee

Pre-Apply

The touchpoints

involved in making

potential employees

aware of opportunities

at a company and

consider application

Touchpoint wheel for Recruitment

Translation into Recruitment

Touch points along an Candidate Journey

Touch point wheel for Recruitment

Translation into Recruitment

Candidate Touch points

Pre-

Application

Experience

Application

Experience

Post-

Application

Experience

Waiting Phase

Flyers

Development

HR BP

Hiring Manager

Webseite

Interview Invites

Posters

Campus Recruiting

Job Ads

Job boards

Messen

Employees

Friends colleagues

Referrals

Candidate

Experience

Telephon

Company

presentation (ppt)

vendors

Direct Mail

Building

Google

Agencies

Company

Reputation

Internships

Recruiter

Interview Process

Denial Reception

Assessment Center

E-Recruiting SW Contract

• - 1 out of 4 candidates who had a negative candidate experience

with a potential employer will not reengage with those companies

as candidates in the future?

• - 1 out of 3 candidates who had a negative candidate experience

with a potential employer will take their purchasing power

elsewhere?

• - 1 out of 3 candidates who had a negative candidate experience

are willing to share that experience publicly through social media

and employer review sites?

• Can your company afford a negative candidate experience??? 4/29/2015

Why is this important?

4/29/2015

The Awards

• AN INDEPENDENT FREE OF CHARGE AUDIT OF AN EMPLOYER’S CANDIDATE EXPERIENCE

• LOOKS AT WHOLE PROCESS FROM ATTRACTION TO APPOINTMENT

• AIMED AT HELPING EMPLOYERS’ IMPROVE STANDARDS

• STARTED IN THE US IN 2011 AND BROUGHT TO THE UK IN 2012, comes 2015 into DACH

• PARTICIPANTS CAN BENCHMARK THEMSELVES AGAINST:

• 2014: 180+ North American AND 40+ UK ORGANISATIONS

• 2014: 110,000 candidate survey responses

4/29/2015

KEY FACTS

• The Candidate Experience Awards is a free of charge, annual competition process where:

• Employers have the opportunity to benchmark their candidate

experience against that of other companies

• Employers have the opportunity to participate in a 3rd party survey

of their employment candidates to see what their candidates really

think of their process

• The CandE Award process is a benchmark competition, but it is also designed to provide

participants confidential and specific feedback on how they can improve their candidate

experience. No risk attached: Only the good practices will be communicated.

• Designed to help all employers (large and small, regardless of industry) who meet the ‘bar’

win and not a competition for best overall with everyone else coming in second.

• There is no cost to the employer, only time spent to complete the registration and the

survey.

4/29/2015

What are the Candidate Experience Awards?

The Talent Board A US-based non-profit organisation, funded by donations and sponsorships

The mission of the Talent Board is to facilitate the evolution of the employment candidate experience principally through the annual

production of The Candidate Experience Awards.

Who is behind it: The Talent Board

For the DACH area, the ICR,

the Institute for Competitive

Recruiting, is the coordinator

of the award program

Why do companies participate?

• As the competition for talent continues to grow, organisation's the world over are looking to improve their ability to recruit great people and ensure cultural fit.

• This puts the spotlight on the efficiency of the recruitment process and particularly how well it engages with candidates to make them feel positively disposed towards the organisation – even if they are not eventually recruited.

• The Candidate Experience Awards provide a painless way for organisations of all shapes and sizes to gain authoritative feedback on their recruitment process and candidate relationship.

How we do it?

ROUND 1: COMPLETION OF INITIAL EMPLOYER QUESTIONNAIRE

Takes (60-90mins.); achieving required standard leads to:

ROUND 2: CONFIDENTIAL SURVEY OF CANDIDATE SAMPLE

If subsequently felt to have high quality process may be selected for:

ROUND 3: INTERVIEW BY A PANEL OF INDEPENDENT JUDGES

Which may result in ‘With Distinction’ rating

Employers can elect to enter ‘BENCHMARK ONLY’ and NOT be considered for the Award

Winners with distinction

UK Winners

Impressions from the 2015 UK Awards Celebration

Awards Announcement and Reception was a rousing success on 26-February at The King’s Fund in

London

Many CandE participants and winners attending

North American Winners

Accenture

adidas Group

Automatic Data Processing, Inc.

American Airlines, Inc.

American Family Insurance

Amplify Federal Credit Union

Avanade Inc.

BASF Corporation

Blackbaud

Blue Cross Blue Shield of Michigan

Blue Cross Blue Shield of Minnesota

Blum Shapiro & Company, P.C.

Bridgepoint Education

Capital One

CDW

CH2M HILL

Chesapeake Energy

Colorado Springs Utilities

ConAgra Foods

CVS Caremark

Deloitte

Deluxe Corporation

Enterprise Holdings, Inc.

Flowserve

Genentech

General Dynamics Information Technology

General Motors

H-E-B

Intel Corporation

Intuit Inc.

Humana

InfoReliance Corporation

Informatica

Intel Corporation

Intellectual Ventures

InterContinental Hotels Group

Intuit Inc.

iPlace USA Inc.

LifePoint Hospitals

Lockheed Martin

McGladrey

McGraw Hill Financial

MetLife Premier Client Group

Midmark Corporation

Ochsner Health System

Parata Systems

PepsiCo

Percolate Industries, Inc.

Providge Consulting

Raymond James Financial, Inc.

RMS

Sapient

Shoppers Drug Mart

SmartIT Staffing, Inc.

Spectrum Health

SWIFT

The Bozzuto Group

The Hershey Company

T-Mobile US, Inc.

Under Armour, Inc.

Vidant Medical Center

W. L. Gore & Associates

Wall Street Services

Wal-mart, Inc. (US)

Wells Fargo

WilsonHCG

Examples from companies

EON

• Challenges: reorg moving TA from UK team to a Berlin

global team. UK now influencing practices globally

supporting line managers training line managers.

• Practices: Selection practices. Story about autistic

candidate. Lead advisor job. Reconfigured assessment

process.

• Dashboard: lots of metrics, all infer CandE. Then use

NPS calculation #s plus qualitative feedback

Examples from companies

Intel

• Measure the right thing is key to Candidate

Experience: % of candidates that move through

pipeline;

• Have created a Candidate Experience Team

• Team researched candidates and learned from them

how difficult building core relationship with the

recruiter and/or the hiring manager led to more

declines as they couldn’t ‘get’ what it would be like

to work there. Changes made to handle this.

• Challenges:

• To be talent driven: Getting hiring managers to

understand their role as ‘talent investors' and

• recruiters becoming a talent sales force not

paper pushers

Examples from companies

T-Mobile

• Sets with "what I think you should know

document" and “a day in the of X” have had

measurable effect.

• Solving candidate pain points improving and

simplifying "explore or search" gives them a

simpler cleaner path to follow.

• Voice of customer done w candidates to assess

and calculate effectiveness scores used in

coaching recruiters.

• A recruiting capacity calculation was developed

to ensure enough recruiters are hired so that

candidate experience is not compromised

Examples from companies

Capital One

• Launched 2 yrs ago their candidate experience

effort to build 'consistency' of treatment from

call center to exec.

• Target: Different practices but should feel the

same thing.

• Recruiters tied to metrics with weekly analytics

and monthly reporting and feedback to

recruiters.

• "Candidate first" mentality [training].

• Every person who applies is asked a series of

candidate experience award related questions,

response rates are above of 50%

• 10,000 candidates are asks per month and NPS

scores sliced and diced by location, level,

function and recruiter.

• Were able to move their NPS form the 30s to the

mid 50s. Its changing the referrals,

reapplications and more in measurable ways.

Thanks for listening

Any Questions?

4/29/2015

Participating in the Awards

If you would like to participate in the 2015

award program, please let me know.

(The survey for DACH will be available in

German and English)

Wolfgang Brickwedde

Director

Institute for Competitive Recruiting

Heidelberg

Tel.+49 (0) 6221 7194007

Mobile +49 (0) 160 7852859

email: info@competitiverecruiting.de

Contact