Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices
28
description
Imagine the group of top candidates you didn’t hire for your last job opening, went out and improved upon their skills, knowledge and experience and re-applied. Then imagine if those very same candidates went out of their way to discourage anyone they could influence, to never consider you as an employer. The difference between these scenarios? How you treat the 124 candidates you didn’t hire for each job, compared to the 1 you did hire, can have as much (if not more) of an impact on your firm’s performance downstream. Which practices are merely annoying, and which are critical to improve upon and monitor?
Transcript of Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices
Candidate Experience: Debunking the Myths, Measuring its Value, Aligning Your Practices
Source: CareerXroads Candidate Experience monograph, March, 2011
Why do we even care about people we don’t hire?
Candidate Experience
Re-apply; Refer;Buy; Convert; Influence
Retain; Perform
2013
May June July August September Oct
138Registered
122 Completed Round 1
95 Competed Round 2
64 Companies
Won
46,600 Candidates Responded
2013 CANDE RESULTS – BY THE NUMBERS
2013 CANDE WINNERS
Basic Materials3%Consumer
Goods11%
Financial11%
Gov-ern-ment2%Health
Care16%Industrial Goods
5%
Services30%
Tech-nology
21%
Employer Industries
Under 100M
$100M - $1B
$1B - $3B
$3B - $10B
Over $10B
Declined to State
0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
Employer Revenue
Up to 5
00
501 - 2
,500
2,501 -
5,0
00
5,001 -
10,0
00
10,001 -
25,0
00
25,001 -
100...
Over
100,000
16.3
9%
13.1
1%
4.9
2%
21.3
1%
16.3
9%
19.6
7%
8.2
0%
Employee Population
2013 Candidate Experience Employer Demographics
2013 Candidate Experience Candidate Demographics
50% 47.8%
0.7%Silent
Generation28.0%Baby
Boomer
39.0%Generation
X
28.0%Millennial
1.1%Generation
Z
80% were not
hired
Under ArmourInterview Prep
GenentechTransparency
Intel2-Way Interaction
EnterpriseContacts
IntuitFeedback
AdidasTraining
Lockheed MartinPipeline
Under 50 50 - 100 100 - 200 200 or More0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
2011 Results 2012 Results 2013 Results
EMPLOYER APPLICANT MANAGEMENT
APPLICANT TO POSITION RATIO 2011 - 2013
85
125
200
CANDIDATEAPPLICATION PROCESS
How long did it take you to complete the application process? N=(2013) 25,259 (2014)
39,603
Less than 15 minutes 16 - 30 minutes 31 - 60 minutes Greater than 60 minutes0.00%
5.00%
10.00%
15.00%
20.00%
25.00%
30.00%
35.00%
40.00%
Intership Hourly Wage A salary entry-level A salary experienced professional A management position A senior leadership position
Pivotal Recruiting Practice
Did you get up to bat?
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TalentBoard 2014 Copyright ©
50% aren’t aware of your ERP
Fewer than 1/3 who are aware thinkER is important
100 4 50% 5
.5 X .4 = 20% .02 X .6 = 1.2%vs 14X!
TALENTBOARD 2014 COPYRIGHT ©
Attracting
AFFINITY: (+) for
60% who apply
COMMUNICATION:
(+) Aligned
CONTENT: 80% find Job
Descriptions useful (LOL)
RESEARCH:40% ….1-2
hours
DISPOSITION
55.20%
10.00%
3.50%
3.40%
3.80%
18.60%Standard template email was received with very little feedback.
Personalized email received from the recruiter/hiring manager, providing general feedback.
Phone call received from the recruiter/hiring manager, but little feedback was provided.
Phone call received from the re-cruiter/hiring manager providing general feedback.
Phone call received from the recruiter/hiring manager, pro-viding specific feedback and answering my questions.
No feedback was provided.
Please select the answer that best represent how you were informed you were not
selected. N=5,344
18.6%
“How Likely are you to APPLY AGAIN?”
“Extremely Likely”
5.7%
“Definitely Not”
“Extremely Likely”
“Definitely Not”
24.7%
62.0%
0.6%
+ -
TALENTBOARD 2014 COPYRIGHT ©
“How Likely are you to REFER someone in the future?”
+ -I would actively encourage
others to apply
I would actively discourage others from applying
I would actively encourage others to apply
I would actively discourage others from applying
61.5%
0.5%
5.8%
27.0%
TALENTBOARD 2014 COPYRIGHT ©
0 10 20 30 40 50 60 70 80 90
-20
0
20
40
60
80
100
Net CE² Scores
I will Refer Others
I Will
Re-
App
ly
There is a [measurable] difference in how candidates are treated
TALENTBOARD 2014 COPYRIGHT © 24
-
“I…will increase my purchasing power.”
38.8%
30.8%
+customer
“I…will take myPurchasing power somewhere else.”
“How Likely are you to change your status as a CUSTOMER?”
25“How Likely are you to SHARE with your Inner Circle?”
-82.3% 64.3%
+
TalentBoard 2013 Copyright ©
“How Likely are you to SHARE your experience publicly?”
-50.5% 32.0%
+
Build a Business
Case
Everyonegets up to bat
SeekFeedback
SetExpectatio
ns
Walk in theirshoes
@GerryCrispin
in/GerryCrispin
www.theCandEs.org
@ElaineOrlerin/ElaineOrler
www.cande-events.org
ERE Discount Code: ERECES14 ($400 discount)
Thank you!
