Source: http://bit.ly/1PUzfGX

Candidate Experience is the feelings, attitudes and behaviors your hiring process brings out in candidates.

The Five Forces that shape The Talent War in 2016

Why Candidate Experience Matters

68% job seekers say the interview experience impacts their decision to join the company (4)

¾ candidates - nearly 78% - will tell their family and friends about a bad interview experience(1)

19% will post about it on social media(2)

Talent is 4x times more likely to accept a job offer if constructive feedback is offered(3)

Sources of Data: (1) & (2) http://cb.com/1Qv0N2C (3) http://bit.ly/1RYjwcy (4) http://cb.com/1L7W0bi

The New Age Candidate Experience Model

The New Age Candidate Experience Model

ICICI Bank Credit Cards

Candidate Personas

The New Age Candidate Experience Model

The New Age Candidate Experience Model

What Engagement can Inspire

The Harley Owners Group began in 1983.

The company took it upon themselves to engage them, building a thriving community of people who act as the brand’s ambassadors.

Harley Davidson remains the most requested logo for tattoos.

Engage

The New Age Candidate Experience Model

The New Age Candidate Experience Model

Which tech company has the best new hire onboarding

program, and why?

★ My first code checkin, production push and outage handling was in the first week of joining.

★ An orientation program to explain the Netflix technology stack and getting to know my ever-helpful coworkers made being a software developer super easy and exciting.

★ An orientation program with all the executive management including CPO, CFO and CEO in the first quarter helped to orient me with the company's ethos and aspirations.

★ CEO Reed Hastings also meets with new hires within the first quarter of joining in a small informal group setting to get to know each other.

★ New hires are given significant responsibility and can have a solid impact from the get-go. My first product was Netflix on AppleTV. 4-months after joining, I saw my work being used by tons of Netflix customers.

This is an Answer published on Quora by a Candidate

★ I was given the offer letter at the end of my second round interview. Which means by the second round, everyone involved discussed on Yes/No, compensations and printed the letter.

★ My laptop choice and configuration was asked of me on the phone (before joining) and was ready on my desk the day I arrived.

★ I requested a desktop workstation server over a self-serve portal. The next morning a brand new ThinkStation was humming under my desk with a note from the IT team that said "We assumed you wanted the latest Ubuntu. Please advise if not". No BS approval process!

★ A dedicated mentor was assigned to help me bootstrap for the first couple of days.

This is an Answer published on Quora by a Candidate

People don’t remember what you said. They don’t remember what you did. They remember how you made them feel.

– Maya Angelou

The New Age Candidate Experience Model

The New Age Candidate Experience Model

When Candidate Engagement & Employee Delight join forces

We see our customers as invited guests to a party, and we are the hosts. It’s our job everyday to make every important aspect of the customer experience a little bit better.

- Jeff Bezos

The New Age Candidate Experience Model

Candidate Experience: The Next Competitive Battleground in Recruiting

Kevin FreitasDirector – HR, InMobi

Challenging conventional wisdom

Conventional wisdom Unconventional reality

✓ Delight your candidate

✓ Go, above and beyond

✓ An experience that does not delight

the candidate is a sub par experience

✓ Delighting candidates is the best way

to build loyalty (offer accept)

✓ Candidates punish companies that don’t meet

their basic expectations with harsher

intensity than they reward companies that

delight them

✓ The biggest payoff is therefore in consistently

meeting basic expectations rather than

delighting every candidate*

✓ Delighting candidates does not build loyalty as

much as meeting basic expectations

consistently.*Source: Stop Trying to Delight Your Customers by Matthew Dixon, Karen Freeman, Nicholas Toman, FROM THE JULY–AUGUST 2010 ISSUE

Company Vs. Candidate Expectations

Candidate Expectations Company Expectations

Is the salary competitive?

What is the job profile like?

What is it like working here?

Is this a good career move for me?

Am I a fit for the role and the company?

Who are the people I will work with

here?

Is this person a culture fit for us?

Are we raising the bar of the team?

Is this the best person we can find for the job?

Will the person really be with us for long term?

What is the potential of growth for this person?

Are we hiring the person who can perform the job?

Value Exchange

What do we need to do to provide this value exchange quickly and easily.

‘Making it easy’ is a solid foundation for action at InMobi.

Candidate Expectation Surplus or Candidate Experience (CX)

Candidate expectation surplus is the difference between the effort that candidates are willing and able to make to go through the company’s hiring process (clarity of role / compensation / title, application process, interview process, access to prospective manager, social proof) and the actual effort involved.

Effort candidates are willing to make

Actual investment

made by the candidate

Candidate Expectation Surplus (CX)

How InMobi views Candidate Experience today?

Unaware Aware Apply Offer

Experience for Candidates Who Are Unaware of InMobi

Unaware Aware Apply Offer

➢ Mentions in media articles, publications and blog posts

➢ Sharing exclusives on Startup.inmobi.com

Unaware Aware Apply Offer

Regular Media Mentions About Culture and Business

Unaware Aware Apply Offer

Regular Media Mentions About Culture and Business

Unaware Aware Apply Offer

Startup@inmobi.com – Our ExclusivesInMobi Story, Practices, Culture, Blogs and Stories

Experience for Candidates Who Are Aware of InMobi

Unaware Aware Apply Offer

➢ Socializing Life at InMobi on our Career handles

➢ Arranging for meet up and Headquarter tour

➢ Following InMobi company and technology blogs for regular inside

updates

➢ Sharing exclusives on Startup.inmobi.com

➢ Conducting Hackathons across different skill sets in Technology

➢

Twitterwww. twitter.com/InMobiCareers

LinkedInwww.linkedin.com/company/inmobi/careers

Display of Life at InMobi on Career Handles

Facebook www.facebook.com/inmobicareers

Unaware Aware Apply Offer

Experience the InMobi Office Tour

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Blogs on Technology and Business Updates at InMobi

Unaware Aware Apply Offer

Unaware Aware Apply Offer

Startup@inmobi.com – Our ExclusivesInMobi Story, Practices, Culture, Blogs and Stories

Unaware Aware Apply Offer

Hackathons for Technology HiringOpportunity to Experience our Culture and Win Exciting Prizes and Opportunities

Experience for Candidates Who Apply to InMobi

Unaware Aware Apply Offer

➢ Job descriptions that are social – fun to share and easy to

understand

➢ Easy application process – Mobile friendly application; simple,

few and relevant fields in the application

➢ Social proof from people who have worked at InMobi

Social Job DescriptionsFun to Share and Easy to Understand

Unaware Aware Apply Offer

Easy to ApplyMobile Friendly Application; Simple, Few and Relevant Fields in the Application

Unaware Aware Apply Offer

Social ProofExciting Updates and References from People Around You

Unaware Aware Apply Offer

Experience for Candidates Who are Offered Roles at InMobi

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➢ In person discussion with managers on the offer details, career

and role

➢ On boarding into the culture before joining; easing into the

company

➢ Preparation for a smooth experience on the first day; made to

feel special and welcomed

Managers Discussing the Role and Career

Unaware Aware Apply Offer

On boarding into the Culture Before Joining

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Experience on the First DayReserved Parking Slot, Ready Desk, Goodies; Bags and Tshirts

Unaware Aware Apply Offer

Candidate Experience Stories

The team was very helpful with flexible interview timings, interview format and filtering criteria. I always felt interviews need to filter out candidates based on the problem solving and coding abilities than their previous experience on the language's they know. This is exactly what InMobi did as well. HR was in continuous touch with me until the whole interview process was completed. I got a clear picture of the work, the culture and the team. This in fact inspired me a lot to join InMobi.

KishoreSenior Software Engineer

The speed of the hiring process at InMobi has been commendable. The recruiters had me informed on the status of my interview throughout, which made me feel connected. The orientation and the induction program was very informative, and helpful. The admin and the IT has to be mentioned for having my joining kit ready, I did not have to wait for my laptop or my desk.

Sanjay Senior SDET

I liked the joining mail which so clear and descriptive. It even had details about the vehicle parking which i have never seen in any companies joining mail. I really loved all the processes and communications done. It was a very great and unique experience. I have not seen so quick and clear response from hiring team. Thanks for all your supportRishi

Lead SDET

Steps Forward to Enhance Candidate Experience at InMobi

Create ongoing feedback (qualitative and quantitative) mechanism for all candidates – pre and post joining; to figure out customer experience and pain points.

Peer panel “Lunch Buddy”, involving Hiring manager from the start; to initiate, excite and sell the role and company.Hiring manager to engage with offered candidate before joining – related to work, team, culture, career path.

Encouraging all applications to follow/ like our career pages on Facebook, LinkedIn and Twitter and be updated on the happenings at our company.

Provide regular newsletters to offered candidates, with blogs, links to upcoming events and media mentions, people practices and culture at InMobi. Stay connected with the past applicants as well, by inviting them for Hackathons and talks.

Steps Forward to Enhance Candidate Experience at InMobi

Thank you notes on the next day, appreciating candidates for taking out time to interview with us.

Providing LinkedIn profiles access to people they will be speaking to in their next interview rounds; profiles of peers who they will be working with in the team – To better prepare them for what lies ahead.

Make the careers page more engaging on our official site. Make job application and finding process much simpler.

Auto reply to job applicants – with links to other jobs at InMobi, links to upcoming events and culture at InMobi, following our career pages for more news.

Thank You!