Keys to Outstanding Candidate Experience - OutMatch...The 5 Keys to Outstanding Candidate Experience #1 Define Success in the Role What makes a person succeed in the role?; job-relevant,

Keys to OutstandingCandidate ExperienceJason Ferrara, Chief Marketing Officer, OutMatch

(Formerly Assess Systems & Chequed.com)

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What is “Candidate Experience”?

“The candidate experience starts with the first communication between a company and a candidate regarding a possible job opportunity. It involves the overall evaluation of the candidate’s treatment from beginning to end.”

@OutMatchHCM #OutMatchInsights© 2016 OutMatch Inc., All Rights Reserved.

https://www.smartrecruiters.com/resources/glossary/candidate-experience/

https://www.smartrecruiters.com/resources/glossary/candidate-experience/


• Employers are lagging in sharing important job information such as “day in the life” (57%) and career path examples (49%)

• 32% of candidates reported that they received no information to help them prepare for an interview

• Less than half of new hires received a phone call from the hiring manager during the onboarding process, and less than 20% had any social connection with their future team members.

The State of Candidate Experience? Not Good

http://www.inc.com/jerome-ternynck/5-tips-to-improve-the-candidate-experience.html

http://www.inc.com/jerome-ternynck/5-tips-to-improve-the-candidate-experience.html


“…of applicants have no previous relationship whatsoever with a company before applying for a job…

…for many candidates, the experience they have is the first exposure they ever get to your brand.”http://recruitingdaily.com/the-state-of-candidate-experience-in-10-statistics/

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Other Reasons Candidate Experience is Critical• Hiring managers influence applicants more than recruiters• Two characteristics recruiters exhibit to successfully generate influence with

applicants are perceived “warmth” and knowledge about the job• Whatever positive influence a recruiter will have on applicant attitudes and

behavior is likely to occur early in the process• Reactions to selection questions, tests, and screens linked to the job are much

more likely to be favorable• Delays in the recruitment process negatively impact candidate reactions• Applicant attitudes and behaviors are influenced by the presence or absence

of detailed next steps and what will be required of them


http://www.hreonline.com/pdfs/09162011Extra_CandidateExperience.pdf

http://www.hreonline.com/pdfs/09162011Extra_CandidateExperience.pdf

The 5 Keys to Outstanding Candidate Experience


By finding ways to quantify candidate experience, you can make it a priority and maximize value for everyone.

The 5 Keys to Outstanding Candidate Experience

#1 Define Success in the Role

#2 Measure Candidate Job-Fit

#3 Beat Interview Exhaustion

#4 Get The FULL Story

#5 Measure New Hire Impact


Define Success in the Role

Instead of making assumptions about who seems more qualified, start by answering the question “What makes a person succeed in this position?”


Define Success – Build Competency Criteria


Competency-based questions can be used again and again.

Competency-based selection favors diversity.

Competencies can identify transferable skills for new hires

and existing employees.

https://www.shrm.org/publications/hrmagazine/editorialcontent/2015/0315/pages/0315-competencies-hiring.aspx

Define Success - Competencies


In-Depth Problem Solving & Analysis

Championing Change

Business Acumen

Planning & Organizing

Driving for Results

Customer Focus

Managing Others

Coaching & Developing Others

Relationship Management

Interpersonal Communication

Measure Candidate Job Fit


With a seemingly endless supply of systems available to HR, you can collect almost any data point you want. But what are the right things to measure?

A holistic approach to assessment provides multiple perspectives and deeper insights into candidate fit• Personality measures key traits predictive of role

success and role fit• Cognitive Ability measures reason through information• Culture Fit indicators associated with work

environment and organizational culture fit• Situational Judgment and Simulations scenario-based

simulation capturing predispositions, judgments, and reactions to role specific circumstances



Measure Candidate Job Fit – Glimpse The Data




Most stages of the assessment process are able to be completed in an automated, integrated workflow that creates a powerfully predictive hiring process…

Beat Interview Exhaustion Using Structured Interviews


The two big problems with unstructured interviews: interviewers learn essentially nothing, and candidates question if they want to work with unprepared people.

Structured Interviews Beat Bias


Be aware of the biases that exist. Research shows interviewer opinions form in first seven seconds.

• Prejudging – forming an impression before meeting

• Halo & Horn – seeing people as either “good” or “bad”

• Projection – connecting a candidate with someone you already know

• Generalizing – lumping people into groups

Beat Interview Exhaustion, the Secrets to Structure


• Base questions on job analysis• Ask effective questions• Ask each candidate the same questions• Use detailed rating scales• Train interviewers• Use interview panels, more than one interviewer• Take noteshttp://www.state.gov/documents/organization/107843.pdf

http://www.state.gov/documents/organization/107843.pdf

Beat Interview Exhaustion, the Secrets to Structure


Be vigilantDevelop your hiring process and

stick to it—no exceptions!

Get a phone previewGives you an opportunity to form an

impression that isn’t swayed by physical appearance.

Take your timeIf you’re making a snap judgment,

even a positive one, take more time and investigate further.

Get The Full Story


Only 25% of companies say they have a good process in place to collect information from references on a candidate’s past performance.*Results from a Chequed.com survey

Get the Full Story – The Big 3 Questions


Here are the big three things you need to know about a candidate:

• Can they do the job?

• Will they do the job?

• Have they done the job?

Get the Full Story – What You Learn


What do you check?Date of hire and title of position, salary and incentives, job duties, experience,

and performance

What do you learn?What a candidate is like to work with,

what they’ve achieved, and what they’re capable of according to peers

and former employers

Why do you do it?To determine job fit and potential for

success in certain role

Measure New Hire Impact


Most organizations wait 12-18 months to start collecting data on job performance –that’s a problem!

Measure New Hire Impact – Onboarding Engagement


You can measure onboarding engagement using:

• Objective metrics such as turnover

• Job re-acceptance

• Satisfaction

• Onboarding and training

• Overall engagement

Measure New Hire Impact – Onboarding Engagement


Evaluate your hiring process• Are recruiters providing a realistic job preview?• Let candidates experience the role?

Other Factors:• Are managers creating dissatisfaction in the first 90 days?• Is training a barrier: length, pass rate? • Is there a correlation between training and job success?

Measure New Hire Impact


Measure Employee Impact using an automated post-hire assessment1. New Hire Perception Survey2. New Hire Quality Check Survey

Three simple steps :• Manager adds evaluators for the new employee• New hire completes an anonymous, short Perception survey• Evaluators complete a short the New Hire Quality survey

The 5 Keys to Outstanding Candidate Experience#1 Define Success in the RoleWhat makes a person succeed in the role?; job-relevant, competency-based criteria

#2 Measure Candidate Job-FitAssess in an automated, integrated workflow for a powerful, predictive hiring process

#3 Beat Interview ExhaustionBring structure to the interview; ask the right questions, rate responses, track baseline

#4 Get The FULL StoryAutomated reference checking is open, transparent, and meaningful

#5 Measure New Hire ImpactMeasure the outcome of your hiring process, drive better candidate experience



Candidate Experience – Questions to Ask

Minchington, Brett, 15 Employer Branding Best Practices You Need To Know, eremedia.com

Why Would Someone Want To Work For You?

What % of managers have received training in how to

deliver the brand experience?

What perception do employees and candidates

have about your employer brand?

What % of employees would recommend your company as

a great place to work?

What level of visibility do you have of your employees &

talent pool?

Questions?


Thank You!

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Our Next Webinar is October 6, 2016

Email: [email protected]

Twitter: @OutMatchHCM#OutMatchInsights

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Documents

Keys to Outstanding Candidate Experience - OutMatch...The 5 Keys to Outstanding Candidate Experience #1 Define Success in the Role What makes a person succeed in the role?; job-relevant,