Embed Size (px)
DESCRIPTION
Each company which uses an Online Application Process has to answer the question, “Does our online application create or destroy value for our prospects, internal employees, and talent acquisition teams?” How much does each applicant cost you to attract to your application process? How many of them are dropping out along the way? Join Chris Stanzione on a journey of two processes (one good, one bad) and explore opportunities to streamline and enhance the user experience. Chris will explore mobility as a concept rather than simply an application and explore why mobile matters to the average and not-so average user.
Citation preview
Application Process — Help or Hindrance?
Webinar Sponsor
Who Am I?
Chris Stanzione, MBA, CIR14 years of Recruiting Experience Staffing, Consulting, and Corporate Has helped facilitate over 10,000 hires in 47
states Atlanta since 2004 Founded Atlanta Recruiters Group in 2008 Currently a Talent Acquisition Business Partner
at Cox Automotive Just found out I am in HR
Meet Stephanie Jones• 36 years old• 10 years of professional experience• Wife, Mother of two under six• Forty-five minute commute• Husband travels• PTA, Soccer, Ballet, Baseball• Loves to Facebook and Pinterest • Familiar with your product / services• Most of all… does not have a lot of
free time
Why would Stephanie want a new job? Career aspirations More money Dead end environment Lack of support Work-life balance Personal Satisfaction
So…how does Stephanie get a new job?
In her spare time, she surfs job boards, sets an indeed alert and….applies for a job or two
How does that work out for her?
It’s a waste of time….
Your company’s Application Process
What is the purpose of your application process?
Is your process costing you more than the value it produces?
Who might you be missing because of your process?
How much would you pay for a good applicant?
How much is each applicant worth to your company?
What is the purpose of your application process?
Attract candidates?
Show applicants the value of
your company?
Capture them into a Talent Pool
for future prospecting?
Catalog each applicant for
tracking and compliance
purposes
No
No
No
Yes
How much is an applicant worth?
Case Study – First Regional Bank (name changed)
25,000 employees 1,500 openings at any given time
(18,000 per year) 100 applicants (avg.) per posting 1,800,000 applicants per year
How much is an applicant worth?Case Study – First Regional Bank (name changed)
Average annual bank revenue per household is $912
100% of applicants could be customers, however, if 10% of them were or are customers, that would mean 180,000 customers per year
180,000 *$912 = $164,160,000 every year in lost or gained revenue
How much is an applicant worth?
Case Study – Business to Business Company 2,000 employees 200 openings at any given time (2,400
per year) 50 applicants (avg.) per posting 120,000 applicants per year
How much is an applicant worth?Case Study – Business to Business Company 120,000 applicants have a network of
approximately 100 people (personal, social) Reach of the company application
experience is 12 million people per year How much would it cost to personally reach
12 Million people per year? How reliable is the message when it comes
from someone from within your network?
Your ATS – The Good, Bad and Ugly
Good - Process Applications
Bad - Cumbersome
Ugly - Repel potential
applicants and customers
The Bad (and Ugly) Process Most ATS’ attempt to have cleaner
interfaces and if designed with user experience in mind, it becomes a more pleasant process
Historical process, compliance, and mis-understanding of the application has led to cumbersome, non-friendly interfaces
Click Apply
Typical ATS Process Flow
Click ApplyAuto Reply E-Mail
Typical ATS Process Flow
A better process…
Apply
Next Practice ATS Flow
A better process…
Apply
Have a Recruiter
Call the Applicant
Next Practice ATS Flow
But we can’t do that!
Maybe…..Maybe Not…..But we need to do SOMETHING different with our application assets because they are either adding value or creating losses within our organizations
So how do we begin?
Can We?
Which is Better?
Be Intentional with your Sourcing
Posting Jobs: Volume OR Quality?
Direct Sourcing: With precision and intent OR
uploading masses of people to a CRM?
LinkedIn: Quantity OR Quality – InMails?
Networking: Growing your population OR
specifically targeting a market
Referrals: Who do you know OR who do you
know that is the RockStar that you need?
Mobile Access – Is it a fad?
Even the Mobile Companies don’t
put their Employment
Applications on Mobile Enabled
Platforms !!
Year over Year Mobile Penetration 2012-2013
Check your own Career Site…And Others’ Visit your career site from your personal
mobile device and a tablet What do you observe?
Apply for a job How far did you get? How did it “feel”
Download the Indeed app Find your job and apply How far did you get? How did it “feel”
Mobile is Not a Process, It’s A Platform Would you only allow Mac Users to apply? What about only PC Users Desktop Users vs. Laptop Users? Mobile users vs. Desktop/Laptop Millennials will be the first generation to
never need to adopt a “traditional” computer
Find ATS Add-Ons for your system until the ATS’ catch up with the technology
The Case for MobileAt current Year over Year growth rates of 27%, the United States will reach
90% smartphone penetration by the end of
201518 months from Today
Recap
Remember Stephanie Jones? As an applicant, she is very valuable Her application will help define her experience with
your company She will share that experience with others…many
others She may use your product / services more or less; she
may even boycott them OR become a Brand Champion
And if she can apply on her iPhone 5s using a resume stored on Dropbox or her LinkedIn profile while at her son’s baseball game…she may become a raving fan…
Regardless of whether or not she gets hired
Thank You
Linkedin.com/in/chrisstanzione
@cjstanzione ChrisStanzione.com
