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Trends 2011+ :
Engage Them or Enrage Them…Your Choice
Gerry Crispin & Mark Mehler, CareerXroads
TRENDS
Social Media
Mobile
Candidate Experience
Audio/Visual Bandwidth
DEMO
GRAPHIC
S
Source and apologies: Non Sequitur, Wiley Miller 8/28/10
Black hole
Lemming Law
5
The “I Know It When I See It” Theory of Selection
1-Carrot Recruiter Score Card
7
More With Less Budget Philosophy
Job Interviews: Live, Archived, Remote, Campus, High-volume etc.
Job Descriptions: Diary, Day-in-the-life, Job Shadow, V-logs, Chats, Webinars, Jobcasts, Virtual Job Fairs
Selection: Simulations, Case Studies, Games
Selection: Simulations, Case Studies, Games
Learning: Training, Onboarding, Development
91% of Americans“ have a mobile wireless subscription(What can you, your recruiters, your clients
and jobseekers do with these?)
...TEXT, call or chat with recruiters?
...NAVIGATE your firm’s m.enabled Career Site & search for new jobs?
...CHECK their resume STATUS?
Can your Candidates use their mobile phones to…
...APPLY for a job with a previously saved profile?
40%
7.8%
15.7%
14.7%
Source: CareerXroads Mobile survey, 2010
15
Pepsico
17
The Web Is Undergoing A Fundamental Change…
…Must Understand Behavior, Not Technology
The Word ‘Friends’Is NotHelpful
19
People Form Relationships withMultiple Independent Groups
Human Resources/Staffing Must Learn to Design for Different Types of Relationships
Within Groups Relationship Strength Varies
You Should Consider Our Company…..
Weak Tie-College-
Strong Tie-Family-
Temp. Tie-Recruiter-
Influenceis aComplexBusinessProcesses
As Volume of Information Increases…
…We Increasingly Rely on Others in Decision making
Communication Profile of 18-30 Year Olds…
…With 7-15 People! (Strong Ties)
MaintainingPeople’sPrivacyShould BeA TopPriority(18-30)
Pay Attention to….
…Who influences your top candidates,
….Quality of content and the means with which it is communicated.
…Privacy. It leads to trust…or doubt.
You may measure the impact directly:
- Your sales.- Your access to quality candidates.- Your compensation strategy.- Your hire conversion rate.- Your new hire time to perform.- Your retention.- Your company’s performance.
The Candidate Experience WILL affect them all indirectly.
The attitudes and behaviors of individuals who seek to work for a firm…
…about the recruiting process, the stakeholders in the process, the work and the company itself as a place to work.
– CareerXroads
Source: CareerXroads Candidate Experience monograph, March, 2011
IT is what THEY say it is
If the candidate experience is important… ….ask them
Source: CareerXroads survey, 2010
59.3%…CONDUCT FOCUS GROUPS of NEW HIRES.
69%…SURVEY FINALISTS.
ONLY 5%…HAVE EVER SURVEYED A SAMPLE OF ALL CANDIDATES
52.7% (RECRUITERS) HAVE APPLIED TO THEIR
OWN JOBS
ONLY 7%…HAVE EVER ATTEMPTED TOMYSTERYSHOP
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
2010 – Jack CoostowEnvironmental Technician
2011 – Chris KringleSecurity Systems Programmer
James Knee CricketWoodstown, NJ 08098732-821-6652jcricket08@yahoo.com
32
http://www.thecandidateexperienceawards.org
...Give Evidence Candidates Are Welcome.…Align Communication To Candidate Preferences…Make Recruiters Accessible…Answer ‘Why’…Provide Relevant Content…Demonstrate Respect.
Specifically:- Acknowledge Interest- Promise Closure- Provide Next Steps- Guarantee Privacy & Data Protection- Communicate Closure- Deliver on Status, Feedback and Guidance
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? How competitive am I?
-Acknowledge Interest-Promise Closure
- Provide Next Steps- Guarantee Privacy & Data Protection
- Communicate Closure- Deliver on Status, Feedback and Guidance
84% Acknowledged Chris when he Applied
26% Informed Chris when he was NOT selected
Dear Chris:Thank you for applying for a position with Marriott International HQ.
We do appreciate your interest in Marriott; however, we are currently pursuingother candidates whose background and skills more closely fit our currentneed.
Please continue to review our open positions on Marriott.com for any otherposition you would like to pursue.
We wish you much success with your career search.
Sincerely,Marriott Recruiting ServicesPosition: 728130-Systems Analyst-Senior Applicant ID: 83768624
Apr 5 Hi Chris,
Thank you so much for giving us the opportunity to consider you for our Information Security Engineer position at Zappos.com, Inc. or its affiliates.
I wish I had better news for you, but after reviewing your background and experience against the position requirements, we just felt that there wasn't a strong enough match.
I really appreciate the time you took to apply and know how time consuming and stressful a job search can be.
Please know that we will definitely keep your information on file for future potential matches and wish you the best in the meantime.
Respectfully, Tonya ShtarkmanThe Zappos Family Recruiting Team
Thank you(be specific)
Brand(again and again)
Create Expectations
Promise closure
Manage feedback
41
Great Recruiting
starts with
great employers and recruiters
who are compelled to improve their results and the way they achieve them.
Gerry Crispin & Mark MehlerCo-Founders CareerXroads
www. CareerXroads.com, mmc@careerxroads.com
732-821-6652www.linkedin.com/in/gerrycrispin
THINK
Good Hunting!
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