Gerry Crispin Shares the Candidate Experience Awards at the Best Recruiter Celebration

C a n d i d a t e E x p e r i e n c e

E n g a g e T h e m o r E n r a g e T h e m!

History

Definition

6-Lessons

Learned

Candidate Experience Awards by the #s

2012• 100s• 90• 62• 44• 37• 17,500• 7+1

4

6

Definitions are Important: What is the Candidate Experience?

… the attitudes and opinions that people form while seeking to work for your firm…

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…

… the subsequent actions of the candidates and their impact on the performance of your company.

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company performanceSales

new hire time to performCandidate Quality

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

RetentionCompensation

Lesson # 1 – “Know My Value”

How Candidates saw the Employers…

before they applied

How Likely Are You To Tell Your “Inner Circle” of Friends About How You Were Treated?

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8.2%14.3%

58.5%48.5%

Very LikelyTo Share

Very LikelyTo Share

Very Un-Likely

BadExp.

GoodExp.

WelcomeTo

Apply

Finalists(If Any)

Here

Source and apologies: Non Sequitur, Wiley Miller 8/28/10

Black hole

Lesson # 2 – “Walk in My Shoes”

Source: CareerXroads survey, 2011

BUT ONLY 7% of Employers…

have EVER attempted to ‘MYSTERY-SHOP’

their recruiting process

http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256

Source: CareerXroads Colloquium survey, 2011

53% of recruiters..have applied to their own jobs.

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Lesson # 3 – “Hear Me Now”

Even those who abandon the application

Who listens to candidates when they APPLY?

“I was asked before beginning the application if I would be willing to

provide feedback immediately after completing the application”.

Source: thecandidateexperienceawards.org, 2011

55 employers said, 7.9 % of 6,652 candidates said

46.3%

46.3%

“Some”

“No”

7.3%2.4%

“Yes”

15

Who listens to FINALISTS for their feedback?

“No”

“Some”

“Yes” [before]“Yes” [after]


68% of2,162 Finalists

said.,

“No”

55 Employers said,

51.2%

7.3%22.0%

19.5%

17

Lesson # 4 – “Speak Clearly”

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Align communication methods to your audience

MEDIUM

19

Align Communication methods to your audience

20

Source: mobile recruiting camp presentation, Chris Hoyt, Pepsico, Fall, 2011

Align Communication methods to your audience

21

MESSAGE

Expert Riders

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Lesson # 5 – “Answer Truthfully”

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?

23

24

25

You have Questions.

We’re ready with

honest answers.

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Lesson # 6 – “Deliver What You Promise”

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

2012 – Charles BrownMarketing Assistant

From the Offer to the Seat, It’s the ‘Lack of Love Tour’

CareerXroads Brown Bag Lunch Webinar

Mystery ShoppingMay, 2012

Only 28 companies told Charles

Brownhe did not get

the jobor was not qualified.




7 companies gave Charles a reference # (that no one

will ever remember)




WLGrace,USAA, Zappos etc. allowed Charles to check his

Status – Best Practice

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How Employers treat unqualified candidates

Nothing

other

Required


…w/ feedback

Not Required

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How [7,500] candidates said they were rejected:

Automated email

‘Do not Reply’

Recruiter p

hone call

Link to check status

Personal email

None of the above


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

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

How Sage delivers on its promises

Hi Charles,

Thank you so much for giving us the opportunity to consider you for our Merchandise Planning Analyst 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, The Zappos Family Recruiting Team

Zappos

Thank you(be specific)

Brand(again and again)

Create Expectations

Promise closure

Manage feedback

Dear Chris Thank you for expressing your interest in our firm’s Security Systems opening on May 15.

We take pride in our selection this year as one of the 100 Best Companies in America to Work For. Learn more about why people want to work here.

We are still receiving applications. However, we are considering your interest since you have ALL of the basic qualifications required for the position. We have 82 applicants who meet all of the basic qualifications as of May 30.

We promise to notify you about your status by June, 15.Please follow this link to learn more about our hiring process.

Thank you again,Recruitment [email protected]

a World-class acknowledgement

C a n d i d a t e R u l e s - 2 0 1 2

#1 – “Know My Value”#2 – “Walk in My Shoes”#3 – “Hear Me Now”#4 – “Speak Clearly”#5 – “Answer Truthfully”#6 – “Deliver What You Promise”

L. E S S O N S L E A R N E D

Good Hunting!THIN

KTHINK

[email protected]

732-821-6652

Number of Resources Supporting Recruiting

Under 10 11-25 26-50 51-100 101-200 Over 2000.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

2011 Response Percent 2012 Response Percent

# of Applicants and # of Unqualified

More than 90%

76% - 90%

51%- 75%

26% - 50%

11% - 25%

Less than 10%

0.0% 5.0% 10.0%15.0%20.0%25.0%30.0%35.0%40.0%

2012 Response 2011 Response

Applic

ant T

rack

ing S

yste

m

Asses

smen

t/Tes

ting

Provid

er

Backg

roun

d Ver

ificat

ion P

rovid

er

Candid

ate

Relatio

nship

Man

agem

ent S

yste

m

Emplo

yer B

rand

ing S

ervic

es

Video

Inte

rview

ing S

olutio

ns

Onboa

rding

Solu

tion

Outso

urcin

g (R

PO) Ser

vices

Social

Med

ia Ser

vices

Sourc

ing/M

ining

Solu

tions

Job

Distrib

ution

Ser

vices

Refer

ence

Che

cking

Pro

vider

0

10

20

30

40

50

60

70

80

90

2012 Response Yes Multiple 2012 Response Yes - One 2012 Response - Exploring

Solutions used in Recruiting

Who are the candidates in our survey?

04/11/2023 TalentBoard 2012 Copyright ©

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We are diverse: (3% declined to answer)

The Silent Generation (born in or before 1945) 0.8%

Baby Boomer Generation (born between 1946 - 1964) 29.6%

Generation X (born between 1965 - 1981) 39.9%

Millennial Generation (born between 1982 - 1995) 25.7%

Generation Z (born in or after 1996) 0.8%

We get Social for finding our next career:

LinkedIn 65.3%

Facebook 38.5%

Google+ 26.9%

Glassdoor 17.2%

Twitter 12.9%

BeKnown 4.2%

BranchOut 4.1%

Indeed 3.6%

Other (CareerBuilder, Plaxo, Quora, FourSquare, etc.)

10.1%

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 experience, college new graduate)

12.0%

Sr. Leadership (Director, Executive) 4.9%

Other (internship, seasonal, contract) 7.3%

:

60/40 split Male/ Female