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C a n d i d a t e R u l e s - 2 0 1 2Gerry Crispin's presentation to the Israeli Recruiting Community Conference - Feb 2012 הרצאתו של ג'רי קריספין - "המועמד שולט" החוקים כשבאים לבנות חווית מועמד, גיוס עובדים
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C a n d i d a t e R u l e s - 2 0 1 2
2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall2005 - Josh Randall
Recruiting Team Leader
2006 – Ted E. Baer
Administrative Assistant
2007 – Morris (M.R.) Goodbar
MBA Graduate
2008 – James (Jim) Knee Cricket
Sales
2010 – Jack Coostow
Environmental Technician
2011 – Chris Kringle
Security Systems Programmer 2009 – William B. Baggins
Accounting
2011
- 100s
- 58- 58
- 33
- 24
- 11,500
Adidas Group InfoReliance
5
Adidas Group
ADP
PNNL
The Buzzuto Group
Cliffs Natural Resources
Covenant Health
Crowe Horwath LLP
Deloitte
Deluxe
General Mills
Harris Interactive
Herman Miller
InfoReliance
Intuit
Ontario Systems
PepsiCo
Principal Financial Group
Rex Healthcare
RMS
Sage
State Farm Insurance
SunTrust Banks
W. L. Gore
Whirlpool
Definitions are Important: What is a Candidate?
Not Engaged = Lead
Researching / Listening = Prospect
Applying = Candidate
Qualified, etc. = Applicant
Interviewing = Finalist
Accepting = New Hire
� the attitudes and opinions that people
form while seeking to work for your firm�
Definitions are Important:
What is the ‘Candidate Experience’?
The Candidate’s Experience is about:
Source: CareerXroads Candidate Experience monograph, March, 2011
– CareerXroads
Rule # 1 – “Know My Value”
Have you tied your Candidates’ experience directly to:
- sales.
- quality of candidates.
- compensation strategy.
- hire conversion rate.
Rule # 1 – “Know My Value”
- hire conversion rate.
- new hire time to perform.
- retention.
- or, �your company’s performance?
The Candidate Experience is measurable.
The only question is� are you willing to determine its value?
Rule # 2 – “Walk in My Shoes”
Source and apologies: Non Sequitur, Wiley Miller 8/28/10
Source: CareerXroads survey, 2011
52.7% of Recruiters...
HAVE APPLIED
TO THEIR OWN JOBS
Rule # 2 – “Walk in My Shoes”
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
Rule # 2 – “Walk in My Shoes”
12
Rule # 3 – “Hear Me Now”
13
46.3%No
Do you ask ALL Candidates to give you
feedback about your APPLICATION Process?
“I was asked before
beginning the application if I
6,652
candidates we’re surveyed.
7.9% said,
55 employers said
46.3%
2.4%7.3%
No
Yes
Even those
who abandon
the application
No, (Some Not ALL).
beginning the application if I
would be willing to provide
feedback immediately after
completing the application”.
Source: thecandidateexperienceawards.org, 2011
46.3%
Rule # 3 – “Hear Me Now”
15
Do you survey ALL FINALISTS
for their feedback?
22.0%
7.3%Yes, before�
Yes, after�
68% of
2,162 Finalists
said
“No”
Employers said
19.5%
No51.2%
7.3%
No, but�
Source: thecandidateexperienceawards.org, 2011
Rule # 4 – “Speak Clearly”
17
�communicate with me on my terms.
�show me why people join and stay.
�show me you welcome people like me.
�describe what comes next.
Rule # 4 – “Speak Clearly”
18
Source: mobile recruiting camp, Fall, 2011
...TEXT, call
...navigate to your
firm’s
m.enabled Career
Site
& search for new
Can Candidates use their mobile phones to�
36%
19.4%
Rule # 4 – “Speak Clearly”
...TEXT, call
or chat with
recruiters?
& search for new
jobs?
...CHECK their
resume STATUS?...APPLY for a job with a
previously saved profile?
3.2%
19.4%
32%
Source: CareerXroads survey, Fall, 2011
Rule # 4 – “Speak Clearly”
20
Rule # 4 – “Speak Clearly”
21
Rule # 4 – “Speak Clearly”
Rule # 4 – “Speak Clearly”
Jobs- All Currently Open
Job Descriptions
Company Product Info
Company Values
Rule # 4 – “Speak Clearly”
24
Source: thecandidateexperienceawards.org, 2011
Company Values
Practice tests related to the job
Self-assessment of culture fit
Simulations (video) of core jobs
Diversity- Stats by job specialty
Rule # 4 – “Speak Clearly”
25
Source: thecandidateexperienceawards.org, 2011
Rule # 4 – “Speak Clearly”
Rule # 4 – “Speak Clearly”
Rule # 5 – “Answer Truthfully”
28
Rule # 5 – “Answer Truthfully”
29
Rule # 5 – “Answer Truthfully”
Rule # 5 – “Answer Truthfully”
31
Rule # 5 – “Answer Truthfully”
32
Rule # 6 – “Deliver What You Promise”
33
Rule # 6 – “Deliver What You Promise”
34
:our online application can be completed in less than two minutes.
:all candidates:reviewed and communicated:1-20 days.
84% Acknowledged Chris
[Kringle] when he Applied
Rule # 6 – “Deliver What You Promise”
32% Informed Chris when
he was NOT selected
Rule # 6 – “Deliver What You Promise”
Dear Matt,
Thanks for applying to Software Advice.
We want you to know that a real human being looks at every single application, including yours.
If we think that there might be a fit, we’ll get in touch to schedule a telephone interview.
On average, we get about 100 applications per job post. We telephone interview about twenty of those.
Ten of those go through a series of in person interviews, projects, and events.
We usually end up hiring one or two of the original 100.
Rule # 6 – “Deliver What You Promise”
Why do we share all of this?
Because we truly wish we could meet everyone who applies, and we feel badly that we simply cannot.
By providing a little perspective, we hope you understand the challenge we face as hiring managers.
Regardless, we are truly grateful that you have applied.
We wish you the best of luck.
Sincerely,
The Software Advice Team
www.softwareadvice.com/careers/
PS: Did you like our careers video? Like us on Facebook and Google+ too!
www.facebook.com/softwareadvice
Thank you
(be specific)
Brand
(again and again)
Rule # 6 – “Deliver What You Promise”
Create
Expectations
Promise closure
Manage feedback
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”
