©SHRM 2013 © This information is the property of ATC Events and may not be reproduced or used without attribution

©SHRM 2013

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

17,500CandidatesComplete

Survey

2012 North American Candidate Experience Award Winners!

2012 United Kingdom Candidate Experience Award Winners!

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Candidates know the moment they become one……and their expectations form in that instant

Can We Even Agree on What a ‘Candidate’ is?

… 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?

Definitions are Important:

Definitions are Important:

9

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%

company performanceSales

new hire time to performCOST

Candidate Quality

H i r e C o n v e r s i o n R a t e

RetentionCompensation

SPEED

Lesson # 1 – “Know My Value”

How likely are you to share your experience: Positive or Negative?

© Talent Board 2013 14 Candidate Questions 43 (n=16,023) & 44 (n=10,450)

CANDIDATES

“How likely are you to REFER someone to [Company Name]?”

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46.3%

Likely or Very likely

6.1%Unlikely or

Very Unlikely

    

15.2%

Neutral

CANDIDATES

“How likely are you to change as a CUSTOMER of [Company Name]?”

(~5% +, ~20% - )

24.9%

Likely or very Likely

50.6%

Unlikely or Very Unlikely

    

28.8%

Neutral

CANDIDATES

Lesson # 2 – “Hear Me Now”

Source: theCandEs.org, 2012

“Do you listen when candidates APPLY?”

78.8% “We ask job seekers at later phases of the recruiting process.”

6.1% “We also ask

those who abandon

the application.”

15.2% “We ask via ‘pop-up’ survey before

They begin the application.”

EMPLOYERS

“Were you asked for feedback when you applied?”

19

CANDIDATES

7.1%Other

9.1% Yes, a survey option

was presented prior to completing the application

20.6%

Yes, but after the application was completed

63.2%

“NO”

Employers said 20% ofFinalistsAgreed

63.3%36.7%

Do you listen to the finalists?

Lesson # 3 – “Speak Clearly”

MEDIUM

Align communication methods to your audience

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And occassionally the ‘audience’ may be misaligned

Candidate job search engagement through connections and relationships on social media are significant and growing.

Employers Candidates

[Online]

[Traditional]

4X

17.6%

31.8%

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.

50.0%were aware of employee referrals.

Employee Referrals

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?

Lesson # 4 – “Answer Truthfully”

You have Questions.

We’re ready with

honest answers.

Lesson # 5 – “Deliver What You Promise”

…our online application can be completed in less than two minutes.

…all candidates…reviewed and communicated…1-20 days.

You must make a promise……before you can deliver on it

“How do you rate your company’s ability to communicate with UNQUALIFIED candidates?”

34

43.7%

45.9%

10.4%

EMPLOYERS

Source: theCandEs.org, 2013

21.7%

Not Required….But

6.7% Required w

Feedback

10.0%

Nothing

30.0%

Required

31.6% Other

“How do you treat unqualified candidates?”EMPLOYERS

“How do you rate your company’s ability to communicate with QUALIFIED candidates NOT selected?”

36

PositiveNegative

Neutral54.2%

37.5%8.3%

EMPLOYERS

“How do you treat qualified candidates…….who inquire because they haven’t heard?”

EMPLOYERS

Positive Negative

“How do you rate how you were treated when YOU were NOT SELECTED by [Company Name]?”

38

17.9% 43.6%

(~5% +, ~20% - )

    

Neutral

38.5%

CANDIDATES

How [10,000] candidates said they were rejected:

CANDIDATES

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©SHRM 2013 41

Gerry CrispinCareerXroads

gerrycrispin@comcast.net

www.theCandEs.org

Elaine OrlerTalent Function

elaineorler@talentfunction.com

24.9%

Likely or very Likely

50.6%

Unlikely or Very Unlikely

    

28.8%

Neutral