Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 2010 - Gerry Crispin

1

Engage Them or Enrage Them: You Have A ChoiceEngage Them or Enrage Them: You Have A Choice

Is your recruiting process World Class World Class or No ClassNo Class?

WHEN

WHAT

HOW

NEXT

When

What

What Do You Measure?What Do You Measure?

Source: Shaker Consulting Group www.shakercg.com

(43%)

(29%)(28%)

YES

NO

Don’t Know

Is Your Candidate Experience So Good It Is Viral?

Do You AskCandidates About Their Experience?

86%

14%

NO

YES

• Will “Candidates” continue to buy or recommend your products and services to others after applying for one of your jobs?

• Will “Candidates” go out of their way to tell their more qualified friends to apply…after you have turned them down?

• Will the “Candidates” you most want…choose you…or not?

• Are “Candidates” who become employees more…or less engaged?

If you Change Their Experience….

…what will be differentAnd who will care?TODAY vs TOMORROW

What Do You Measure?What Do You Measure?

Are All Candidates Equal?Are All Candidates Equal?

Are All Candidates Equal?Are All Candidates Equal?

Do Candidates Always Become Employees?Do Candidates Always Become Employees?

• You Offered Me Evidence That You See Me As An Individual.

• I Discovered People Like Me Who Are Valued Members of Your Company.

• I Found a Reason Why I Would Come and Stay [and work my butt off].

• You Offered Me Evidence That You Are Telling the Truth.

Target

Engage

Inform

Respect

How

Customize Navigation To Your Target Audience(s)

15-20%

Military

Source: http://www.dol.gov/esa/ofccp/presentation/OFCCP_ODEP_Webinar.pdf

_ Our Staffing pages display an EEO policy statement._ Our Staffing pages offer separate info describing accommodations in applying for a job._ Our Staffing pages can be navigated with a screen reader._ [disabled] Visitors can request more time before any [staffing] page "times out"._ Our Staffing pages avoid blinking, marquee and other epileptic seizure triggers._ Our Staffing pages allow [disabled] users to skip past repetitive navigation links._ Our Staffing pages provide captioning for all video and audio content._ Our Staffing pages can be accessed w/o using a mouse._ Our Staffing pages offer functional online forms, PDFs and PPTs for screen readers._ Our staffing pages show employees who are visibly disabled

<3%

Disability

Enterprise wide, single-purpose hardware & software communications app

Draft or expand existing communications policy to include:

- How you monitor employee communications, articles, quotes and

postings in media outside the firm.

- Examples of use of social networking to advance corporate interests

and vice versa

- Corporate interest in [or not] in dealing directly with providers of

communication, social network, collaboration technologies/providers.

- How the company and employees can best avoid potential conflicts of

interests, legal issues such as collusion, etc.

- Protocols for permitting recommendations and endorsements

- Acknowledgement of boundaries of employee free speech, free

association, and privacy rights in US, etc.

91% of Americans"have a mobile wireless subscription

Source: SHRM Staffing Research: The Employer Brand, April 2008

Core Values Excel

Innovate

Com

mun

ity

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Who are these recruiters?

Who are these recruiters?

Who are these recruiters?

Who are these hiring managers?

What is the job like?

Anticipate Candidate Questions and Answer ThemWhat is the job like?

What is the job like?

What is the job like?

2007200620052003 2004 2008 2009

36% 38% 32% 34% 28% 39% 51%

How do people get here?

How do people get here?

What are the next steps?

Anticipate Candidate Questions and Answer Them

What are the next steps?

How far can I go?

How frequently does this position come open?

How many people typically apply for this position?

Where are successful candidates sourced from?

What is the profile of the last person to compete successfully for this position?

How long until it typically is filled?

What happened to the previous incumbent?

What [range] are you willing to pay?

What does the Career Map of someone in this position look like?

Respect ALL Candidates

- Acknowledge me (ALL actions).acknowledge

-Promise to let me know when a selection is made.commit

-Promise to protect my dataprotect

-Tell me what comes next. disclose

-Offer me ‘Status’. respond-When you Screen me,Tell me what you learned.

share-Tell me what it takes to compete successfully.

guide

James Knee CricketJames Knee Cricket

Mystery Shoppers

20 Out-of-workHR Directors

Apply to:

2003 - Vinnie BoombotzCredit and Collections Supervisor

2004 - Gold E. LocksMarketing Assistant

2005 - Josh RandallRecruiting Team Leader

2006 – Ted E. BaerAdministrative Assistant

2007 – Morris (M.R.) GoodbarMBA Graduate

2008 – James (Jim) Knee CricketSales

2009 – William B. BagginsAccounting

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60%-78% Acknowledge

17 companies informed “Jim” when they rejected him.

Standard (35)- Thank you for your interest.- If we select you we will be in touch.- Do not reply

“You will be informed when this position is filled”- Nike, Container Corporation….

Thank you(be specific)

Brand(again and again)

Create Expectations

Promise closure

Manage feedback

“The meaning that attaches to the emotions, events and subsequent actions of people who seek,

express interest or accept an employer’s invitation to compete for a specific position.”

Exploring The Candidate’s ExperienceDefine The Candidate ExperienceNext

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A promise.

…I will seek a course that enhances the value my enterprise can create for society over the long term.

…I will strive to create sustainable economic, social, and environmental prosperity worldwide.

A passion.

Two-and-a-half year paid training program

Investment: Long term.

Investment: Long term.

Tie In Self-Assessments Self-Selection

54

Future/Convergence

_Interactive FAQs

_Video of High Performers

_Salary/CareerProgression

_Video Overview

_Qualifications tiedto Virtual Job Shadow Vignettes

_Access to Recruiters & Hiring Mgrs

_Data on current & projected openings & demographics

_Self-Assessments in the form of Simulations

_Direct Apply button

_Links to related SN/CS

Full Transparency.

54.9%

No Facebook

Linkedin Twitter

Myspace Other

36.6%

14.1%

29.6%

38.0%

38.0%

Collaboration

Mark Mehler & Gerry CrispinFounders and Principals

CareerXroadswww. CareerXroads.com, mmc@careerxroads.com

732-821-6652

THINK

Good Hunting!

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