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What Inspires Me
The Candidate Experience: Lessons Learned
The Best Way to Handle the Fork in the Road
Argentina Australia Brazil China India Israel Japan New Orleans New Zealand Russia UK Uruguay
2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
Administrative Assistant
2007 – Morris (M.R.) Goodbar
MBA Graduate
2008 – James (Jim) Knee Cricket
Sales
2009 – William B. Baggins
Accounting
2010 – Jack Coostow
Environmental Technician
2011 – Chris Kringle
Security Systems Programmer
2012 – Charles Brown
Marketing Assistant
2013 – Noah Z. Ark
Accountant
17,500 Candidates Complete
Survey
Lesson Learned #1
Calibrate Everything
Advice Center: Great concept
“How we hire.” Worldclass. No one is as thorough,
transparent and clear.
10
Lesson # 4 – “Speak Clearly” Lesson Learned #2
“The Medium is [a] Message”
...TEXT, call
or chat with
recruiters?
...CHECK their
resume STATUS?
...APPLY for a job with a
previously saved profile?
36%
10.0%
32%
Source: CareerXroads survey, January, 2013
...search for
new jobs? 48.8%
...do NONE
of the above?
53.4%
Candidate job search engagement through connections and relationships on social media are significant and growing.
Source: theCandEs.org, 2013
Employers use… Online
Candidates see…
Lesson Learned #3
There is a Silver Bullet
Referred
Candidates are
more likely than
Non-referred
Candidates
to receive an offer. Source: theCandEs.org, 2013
50% of candidates are NOT aware you have an Employee Referral Program.
You already know who your
employees know
Lesson Learned #4
Disclosure isn’t an option
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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?
What is ‘fit’?
How many people [like me] left, were promoted, etc. last year?
Gamification = Convergence of Assessment, Selection and Simulation
Lesson Learned #5
“Can You Hear Me Now”
Disney PepsiCo GE AbbVie
“Your best new grad in the last 2-3 years”
“We ask job seekers at later phases of the recruiting
process.” 78.8%
EMPLOYERS
“Do you listen when candidates APPLY?”
9.5%
CANDIDATES
Source: theCandEs.org, 2012
15.2%
“We ask via ‘pop-up’ survey before they begin.”
6.1%
“We also ask those
who abandon the application.”
“Do you listen to the finalists?”
20% of the
Finalists
Agreed
Source: theCandEs.org, 2012
63.3% 36.7%
Employers said…
Lesson Learned #6
Measuring success alone misses the mark.
Yes No
HR Error 404. The job you applied for cannot be found or, doesn’t really exist. Would you prefer a glass of wine instead?
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…our online application can be completed in less than two minutes.
…all candidates…reviewed and communicated…1-20 days.
Deliver What You Promise
43.7%
POSITIVE
Source: theCandEs.org, 2012
“How do you rate your company’s ability to communicate with unqualified candidates?”
EMPLOYERS
45.9%
NEUTRAL
10.4%
NEGATIVE
Source: theCandEs.org, 2012
CANDIDATES
“How were you treated when YOU were NOT SELECTED by [Company Name]?”
17.9%
POSITIVE
38.5%
NEUTRAL
43.6%
NEGATIVE
Noah Z. Ark received 265 Responses to his resume
25% eventually told Noah “no” (Which means 75 didn’t bother)
77% in some way ‘acknowledged’ Noah for his application.
5 companies showed interest including 2 calls from company recruiters and 1 from a headhunter.
Apr 5, 2011 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 Shtarkman The Zappos Family Recruiting Team
How [10,000] candidates said they were rejected:
Source: theCandEs.org 2012
Thank you
(be specific)
Brand
(again and again)
Create
Expectations
Promise closure
Manage feedback
Deliver What You Promise
Lesson Learned #7
Expect…and measure…
CANDIDATES
“How likely are you to share your
experience: Positive or Negative?”
CANDIDATES
40 Source: theCandEs.org, 2012
46.3%
Likely or Very likely
15.2%
Neutral
6.1% Unlikely or Very Unlikely
“How likely are you to REFER someone
to [Company Name]?”
CANDIDATES
46.3% Likely or Very
Likely
15.2% Neutral
6.1% Unlikely or
Very Unlikely
41
Source: theCandEs.org, 2012
50.6%
Unlikely or very likely
“How likely are you to change as a CUSTOMER
of [Company Name]?”
28.8%
Neutral
24.9% Likely or very Likely
(~5% +, ~20% - )
CANDIDATES
50.6% Unlikely or Very
Unlikely
28.8% Neutral
24.9% Likely or Very
Likely
42
#1 – Build the Business Case
Derive the value. Calculate and
measure the return.
#3 – Increase Transparency
Improve every stakeholders’
ability to make a decision.”
#2 – Seek Feedback
“Stakeholders
[initially/periodically] need to
share their experience at each
stage.”
#4 – Set Expectations, Make them
Public…to all stakeholders, then deliver.
Clarify what will happen next. Set a bar
for minimum expectations.
#5 – Walk in their shoes.
There is no substitute for
understanding ‘their’ perspective fully.
Good Hunting!
