What is candidate experiecne and how it can boost talent aquisition mertics? Find it out in this presentation.

1. Candidate Experience
for boosting
Talent Aquisition metrics
Marcin Sieńczyk
eRecruiter, Business Development Director
#HRU Sourcing, Kraków, 18.09.2015.

2. What is Candidate Experience?

3. Customer experience (CX) is the sum of all
experiences at various touchpoints a customer has with
a supplier of goods or services, over the duration of
their relationship. This can include awareness,
discovery, attraction, interaction, purchase, use,
cultivation and advocacy.
Candidate experience (CX) is the sum of all
experiences at various touchpoints a candidate has with
an employer over the duration of their relationship –
which might be before, during and after participation in
the recruitment process.

4. What is important?

5. How do you influence your
Candidates Experiences?
10 min. for
conversation

6. Work in groups
Split the recruitment process into stages and decide in
which touchpoints you can influence candidate
experience. Give examples of actions which you can
take to improve candidates experiences
(on daily basis as well as occasionally).
Time: 20 minutes

7. First
impression
Access
to
informa0on
Applying
process
Communiac0on
Recruitment
process
Let’s
stay
in
touch
Candidate journey map

8. What the surveys tell us?

9. Do employers care about relationships with
candidates? – employers declarations
65%YES
27%
Yes, but we focus on candidates
in final stages of recruitment
process
4%
NO
4%
Yes, but we focus
on employer
branding activities
Source:: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.

10. Do employers care about relationships with
candidates? – candidates impressions
26%
Rather yes
57%NO
3%
Definitely not
14%
I don’t know
Źródło: Badanie „Candidate Experience” przeprowadzone w dniach 10.10-24.10.2014, N=640.

11. 14%
YES
30%
RATHER
NO
Are companies responsive during the application
process? – candidates impressions
Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA
55%
NO

12. Does experience (positive or negative) during the
application process impacts decision about whether to
accept a position from company?
– candidates impressions
32%
NO
37%
RATHER YES
31%YES
Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

13. 68% of employers do not mantain relationships with
candidates and limit their activities to keep candidates
data in the database.
46% of candidates never get a response from an
employer which contains reasons of rejection and
advice on what should they improve to be more
successful in applying for the job in future.
Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.

14. 82% of candidates tell their relatives and friends
about their BAD recruitment experiences with
a specific employer.
Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA
19% of candidates tell about their BAD recruitment
experiences with a specific employer to more than 10
people.
23% of candidates change perception of a after
receiving a negative referral from a friend or family
member or colleague

15. 46% of candidates declared that experiences gained
during recruitment process might change their consumer
behaviour which influences their attitude to products or
services offered by employer's brand.
Source: Badanie „Specjaliści na rynku pracy” przeprowadzone w dniach 14.10-26.10.2014, N=3415.

16. What TA metrics are important
and which should be measured
on a regular basis?
10 min. for
conversation

17. What metrics should be monitored?
#1 Quality of received job applications
#2 Job applications’ sources
#3 Recruitment process flow
#4 Recruitment specialists effectivness
#5 Cost of recruitment process

18. Quality of received job applications
Matching candidates for teams and managers' expectations.
The percentage of new employees who have
completed the probationary period
The percentage of new employees with positive
performance appraisal
Rotation among new employees

19. Job applications sources
What are the best sources and the most effective methods of recruitment?
Sources effectivness
Number of recruitment processes completed internally
(including Refferals)
Number of new employees hired from own data base
Number of recruitment projects completed thanks to
recruitment agencies

20. Recruitment process flow
Monitoring the homogeneity of recruitment standards and
distribution of responsibilities between recruiters.
Number of candidates at each recruitment process
Number of job interviews
Number of candidates recommended to managers
Recruitment process duration (Time to hire)
Number of recruitment processes between recruiters,
regions and devisions

21. Recruiters’ effectivness
Reliable evaluation of employees allowing proper distribution of bonuses,
awards and promotions.
Number of successfully completed recruitment
processes
Average time to respond (getting by candidates)
Managers’ satisfaction after recruitment process (NPS)
Candidates’ satisfaction after recruitment process
(NPS)

22. Cost of recruitment proces
Metrics allows to effectively and consciously allocate the budget
(eg. for job postings).
Cost of hire by each division and region
Cost of employment vs the official employee salary
Cost of hire by recruitment method
Cost of hire by source of gaining candidates/job
applications

23. How to create exceptional
Candidate Experience?

24. Who’s looking at your code? Well, coders of course. Flickr
cleverly hid a “we’re hiring” announcement, delightfully adorned
with ASCII art, in the HTML source code of its homepage.

25. BP Interview Tips
The animated video helps candidates prepare for their
interviews by coaching them on each step of the application
process.
https://www.youtube.com/watch?
feature=player_embedded&v=AJc
tlf87d6s

26. Bosh Turkey https://www.youtube.com/watch?v=Vkt1LnkLxb4
The "5-minute internship at Bosch" was an event on the
Facebook page Bosch Türkiye (more than 100 associates of
various Bosch Turkey departments shared their experience of
working at Bosch.)

27. Facebook
Facebook created a series of video ads to showcase their
company culture, targeting specific types of candidates from
engineers to marketers, and from interns to international
positions.
https://www.facebook.com/video.php?v=745787458801601

28. Few key tips to keep in mind

29. #1 Really get to know your candidates.
#2 Your employment brand is crucial to attracting
candidates — don’t ignore it.
#3 Today’s candidates are always on, so think a few
steps ahead.
#4 Be responsive during the hiring process.
#5 Consider your candidates’ experience on mobile.
#6 Create a strong talent pipeline.
Source: 2015 CANDIDATE BEHAVIORU.S. JOB-SEEKER DATA

30. I’ve learned that people
will forget what you said, people
will forget what you did, but
people will never forget how you
made them feel.
Maya Angelou

31. Marcin Sieńczyk
eRecruiter, Business Development Director
Marcin.Sienczyk@eRecruiter.pl
Skype: marcinsienczyk
Twitter:@MarcinSienczyk