Candidate Experience: Past, Presence & Future · Candidate Experience USA vs. Germany? JOB...

Candidate Experience: Past, Presence & Future

Short Introduction

About the ICR

Research Consulting & Training Companies:

Answers to this questions:

„How can we find the right people for our vacancies in

a most efficient and effective way?

Job Portals Recruiting (Technology) Cons.

Info at:

http://www.competitiverecruiting.de/WorkshopsundSeminare.html

Kostenfreie Downloads unter:

http://www.competitiverecruiting.de/Studien.html

Info unter www.recruitingjobs.de

• How to select the right ATS?

• How to reach candidates with multi-jobposting?

• How to select the best job portal?

• How to reach the Germany Recruiting Community?

Info at:

http://www.competitiverecruiting.de/DeutschlandsBesteBewerber

managementSoftware2014.html

Candidate Experience:

How important is this topic

in Germany?

33%

34%

36%

37%

44%

47%

51%

51%

54%

67%

0% 20% 40% 60% 80%

Talent Relationship Management

Reporting/Controlling of Recruitment…

Cooperation with Hiring Managers

ATS

Social Media Recruiting

Candidate Experience

Professionalizing of Recruitment

Active Sourcing

Employer Branding

Recruiting Experienced Personnel

TOP Topics in Recruiting in Germany

Source: ICR Survey „Quo Vadis Recruitment 2015?“ after 250 participants

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How many employers measure

candidate satisfaction?

Source ICR Recruiting Reports 2011-2014

21%

25%

22%

16%

0%

5%

10%

15%

20%

25%

30%

2014 2013 2012 2011

Measurement KPI candidate satisfaction

The vast majority of

employers are not

measuring!

Candidate Experience:

Our Journey

1.The Past

“Nobody Cared About

The Candidate”

The Situation

Managing Candidate Experience

Satisfaction = Reality - Expectations

Measuring & Benchmarking Candidate Satisfaction

www.thecandidateexperienceawards.de

Candidate Experience:

Our Journey

2.The Presence

“It’s all in the data, stupid”

Candidate Experience Awards

The Presence

Quelle: Candidate Experience Awards NAM und DACH 2015

NAM

5 Years UK/Ireland

3 Years

EMEA Launch,

incl. DACH

2015

APAC Launch

June 2015

Candidate Experience Awards

The Presence

Quelle: Candidate Experience Awards NAM und DACH 2015

123.000+

Candidate Views 13.000+

Candidate

Views 1300+

Candidate Views

www.thecandidateexperienceawards.de

NEW in DACH in 2015:

• 100+ companies signed up

• 1. Round Employer Survey (done)

• 2. Round Candidate Survey (ongoing)

• Currently 4200+ Candidate Voices

Candidate Experience

USA vs. UK vs. Germany:

What are the differences on

employer level?

Candidate Experience USA vs. Germany?

JOB CONTENT companies make available

Quelle: Candidate Experience Awards NAM und DACH 2015

0,00% 20,00% 40,00% 60,00% 80,00% 100,00%

Jobs - Open in the Recent Past But Not Open Now

Jobs - Soon to be posted but which haven't been…

Salary Ranges

Profile of Successful Candidates for Specific Positions

Career Path Examples

Employee Day in the Life Content

Benefits Details

Jobs - ALL (currently open)

Germany USA

0,00% 20,00% 40,00% 60,00% 80,00% 100,00%

Self-Assessment of Culture Fit

Contests/Games Related to Hiring

Simulations (Video) of Core Jobs

Recruiter Contact Information by Job

Employee/Recruiter Blogs

Multiple Languages (e.g. English, Spanish, French) Are…

Recruiter Tips and Advice on Hiring Process

Frequently Asked Questions

Overview of Recruiting Process

Events - Career Related Listings, Dates and Locations

Details of Application and Next Steps

Employee Testimonials

Germany USA

Candidate Experience USA vs. Germany?

RECRUITING PROCESS INFO companies make available

Quelle: Candidate Experience Awards NAM und DACH 2015

Some Support for your

Business Case:

Candidate Experience Compared

Quelle: Candidate Experience Awards NAM , UK und DACH 2015

4,4%

72,9%

6%

82%

4%

85%

0,0% 10,0% 20,0% 30,0% 40,0% 50,0% 60,0% 70,0% 80,0% 90,0%

Very Bad Candidate Experience

Very Good Candidate Experience

US UK Germany

Would you apply again?

Candidate Experience Compared

Quelle: Candidate Experience Awards NAM , UK und DACH 2015

Would you referr others?

1,5%

55,9%

7%

79%

4%

83%

0,0% 10,0% 20,0% 30,0% 40,0% 50,0% 60,0% 70,0% 80,0% 90,0%

Very Bad Candidate Experience

Very Good Candidate Experience

US UK Germany

Candidate Experience Compared

Quelle: Candidate Experience Awards NAM , UK und DACH 2015

Would you buy the products of the

company?

1,3%

40,9%

3%

61%

2%

67%

0,0% 10,0% 20,0% 30,0% 40,0% 50,0% 60,0% 70,0% 80,0%

Very Bad Candidate Experience

Very Good Candidate Experience

US UK Germany

Candidate Experience Compared

Quelle: Candidate Experience Awards NAM , UK und DACH 2015

Would you share your experiences

publicly?

14,0%

10,0%

67%

48%

32%

40%

0,0% 10,0% 20,0% 30,0% 40,0% 50,0% 60,0% 70,0% 80,0%

Very Bad Candidate Experience

Very Good Candidate Experience

US UK Germany

Everyone has a story.

These stories are supported by evidence:

Capital One*

• Launched in 2012 a comprehensive

metrics effort. Recruiters tied to weekly

analytics. "Candidate first" training.

Every person who applies is asked a

series of questions about their

treatment. 10,000 asks a month with

50-80% response rates. Ratings sliced

and diced by location, level, function

and recruiter.

Improvement steps by Candidate Experience

Awards participants

Intel

• Created a Candidate

Care team that researched

candidates and learned

from them how building

core relationships with

recruiter and hiring

manager, led to fewer

declines. Measure touch

points in the pipeline.

Improvement steps by Candidate Experience

Awards participants

Candidate Experience:

Our Journey

3.The Future

“Don’t make them happy!”

Seek Feedback & Listen

“…were you invited by to provide feedback about your experience…?”

Do you ask them about their experience?

Set Expectations

“Was there anything you wished you knew about [X] or the job BEFORE you…?”

Do you tell them what to expect… about each step in the recruiting process?

Everyone gets up to bat

“How satisfied were you with the ability to present your

Skills, Knowledge and Experience

during the [Application, Interview] with [X]?”

Do you invite them to add why THEY thought they were the best candidate?

Accountable

“How is Candidate Experience and Recruiter Performance

Aligned in your firm?”

It isn’t Informal Review

Formal no

Measure

Formal no

Incentive

Non

Monetary

Connected

Do You measure in order to manage?

What are your questions?

Wolfgang Brickwedde

Director

Institute for Competitive Recruiting

Heidelberg

Tel.+49 (0) 6221 7194007

Tel.+49 (0) 160 7852859

email: wb@competitiverecruiting.de

www.competitiverecruiting.de

www.thecandidateexperienceawards.de

For further info contact the speaker:

Maybe „What does a 5 star employer different compared to a 1 star employer?“