Hacking The Candidate Experience with Matt Charney

#RDaily @RecruitingDaily @RecruitingBlogs

How To Hack the Candidate Experience

HOUSEKEEPING

§  Grab Tab §  Audio Mode §  How to ask a Question

This program is being recorded. You can download the recording at http://www.recruitingwebinars.com/

TIPS FOR USING YOUR CONTROL PANEL.

MATT CHARNEY

TODAY’S SPEAKERS

Managing Editor RecruitingDaily.com

@mattcharney

LEELA SRINIVASAN Chief Marketing Officer

Lever.co @Leelasrin

What We’ll Cover

1.  How to make your jobs easy to find. 2.  How to apply UX to online recruiting. 3.  How to audit your online application process. 4.  How to use social networks to build relationships

(and your recruiting reputation). 5.  How to measure and maximize ROI.

15.8 m.

Source: US Dept of Commerce

15.8 m.

Source: US Dept of Commerce April 2012 = 0

September 2015 = 200

US Unemployment Rate.

250,000 210

Source: US Dept of Commerce; BLS

52.5 M 190 M

Source: Department of Labor

98%. 514 m

Source: CareerBuilder

No idea what’s going on right now.

What candidates want.

§  Base: All Qualified Job Seekers (n=316) §  Q1110 What does a good job search / candidate experience mean to you?

The applica1on submission process allows me to highlight to an employer my relevant experience and work history

Open jobs for the company are easy to find

Employers respond with phone calls

The applica1on submission process is quick

I am updated on where I am in the process

I am no1fied if I am not the correct fit for the posi1on

Employers respond quickly throughout the process

5 hiring hacks for candidate experience success.

HACK #1: INFO, YO.

More than half of employers do not use any tool to capture candidates who do not apply, and about 20% are not sure if they do or not.

§  Base: All Qualified Employers: Total (n=374) §  Q940 Do you use a lead form or shortened version of your applicaUon to capture candidates who do not apply?

Yes 23%

No 57%

Not sure 21%

UX Test 1: how do I apply?

§  Clear CTA §  80% of career site users are there with the

intention of applying for a job. They don’t want to sit through your stupid branding video.

§  Every additional click = 50% drop off.

Don’t make candidates look.

HACK #2: KEEP IT SIMPLE, STUPID.

50% Source: RPO Associate

Rule of 10.

Get Found by the right candidates. 1.  Job title and

description 2.  Do a search 3.  Google Trends 4.  Findability

43% 10%

Source: Candidate Experience Awards

HACK #3: DON’T BE A DICK

Hack #3: Following up via e-mail.

§  Say Thanks §  Set Expectations §  Create A Timeline §  Be Human §  Be Social

HACK #4: BAD NEWS IS BETTER THAN NO NEWS.

56% Source: Candidate Experience Awards

No [VALUE]

Yes [VALUE]

Received an e-‐mail that they were out of process.

Yes No

Yes [VALUE] No

[VALUE]

Received an e-‐mail that their applicaUon was received.

Yes No

Candidates want more communication.

§  Base: All Qualified Job Seekers (n=316) §  Q1180 Do you expect more personalized communication? §  Q1185 Do you expect a call from a recruiter or hiring manager after submitting your applications?

Yes 62%

No 38%

Expect More Personalized CommunicaUon

Yes 67%

No 33%

Expect A Call From A Recruiter Aaer Submibng ApplicaUons

HACK #5: AUDIT YOUR CAREER SITE. SERIOUSLY.

1 in 5 Job

Seekers Source: Jibe

85% of Job Seekers Start at Google.

First 4 Results From Indeed; Next 3 From LinkedIn.

33% of Google Traffic Comes Through First Displayed Result (Organic).

WTF is First America?

First 4 Results From Indeed; Next 3 From LinkedIn.

Apply Start: 7:37 PM.

You’re Welcome?

Access Denied? WTF?

Time: 7:52 Time into Application Process: Fifteen Minutes, 22 Seconds.

Access Denied? WTF?

Time: 7:52 Time into Applica1on Process: Fi\een Minutes, 22 Seconds. Time: 7:53

0% Complete. Returned to Home Screen.

Access Denied? WTF?

Apply Start: 7:37 PM. Apply Abandon: 8:09 PM 32 Minutes for 25% of application.

Digital Experience Measurements

§  Bounce rate §  Traffic by source §  Network growth §  Average session duration §  Clicks

43% Source: Me

HACK #6: CHECK OUT LEVER.

#RDaily @RecruitingDaily @RecruitingBlogs @RecruitingDaily @RecruitingBlogs

Candidates find the Lever-powered application experience to be clean, simple and easy

3 things you can do in Lever to improve your candidate experience

1.  Timing off for your candidate? Snooze them; add notes to pick up the conversation where you left off at a better moment.

2.  Set up an interview kit for each role so your interviewers look like they know what they’re doing.

3.  Sync your email with one click so you can see and respond to candidate emails more quickly - from within Lever or your email account.

consul1ng@test.com

Sign Up For A Demo – lever.co

5 Hacks For Hiring Success.

1.  Get only the info you need. 2.  Make it easy to apply for jobs. 3.  Don’t be a dick. 4.  Let candidates know when they’re no longer

under consideration, even if automated. 5.  Audit your own application process. Take pity.

Q&A Q&A YOU’VE GOT QUESTIONS. WE’VE GOT ANSWERS.

@mattcharney MATT CHARNEY

LEELA SRINIVISAN @Leelasrin

48 HOURS

Hacking The Candidate Experience with Matt Charney

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