This document summarizes a panel discussion on improving the candidate experience. The panelists discussed how measuring candidate feedback revealed many felt the application process was a "black hole". They also noted the difference in how candidates are treated and the importance of communicating with candidates on their status. The panel offered advice to colleagues, encouraging regular candidate status updates and using social media to engage candidates before and after the application process.

1. The Candidate Experience: Myth, Mystery, Magic
Tim Strike
Director, Recruiting and Staffing
General Dynamics IT
Christina McClung
Director, Card Recruiting
Capital One
Moderator:
Gerry Crispin, sphr
Chief Navigator
CareerXroads
Ben Martin
VP, Talent Acquisition
Lockheed Martin

2. Audience Q &A
Ben Christina Tim

3. Source: CareerXroads Candidate Experience monograph, March, 2011

4. by the Numbers 201
3
4
138
92
64
46,000
Candidates
completed
surveys!
TalentBoard 2013 Copyright ©
May
July
Oct
TheCandEs.org

5. + Candidate Experience

6. “How Likely are you to APPLY AGAIN?”
“Extremely Likely”
5.7%
“Definitely Not”
“Extremely Likely”
“Definitely Not”
24.7%
62.0%
0.6%
TalentBoard 2014 Copyright ©

7. “How Likely are you to REFER someone in the future?”
I would actively encourage
others to apply
I would actively discourage
others from applying
I would actively encourage
others to apply
I would actively discourage
others from applying
61.5%
0.5%
5.8%
27.0%
TalentBoard 2014 Copyright ©

8. There is a [measurable] difference in
how candidates are treated
The only real question is what it
means to your company

9. Tell us a little more about your
company and role before we get into
the details of your Candidate
Experience.
Ben Christina Tim

10. When you started down this path
to improve your candidate’s
experience did you have any
‘push back’?
What were the first one or two
‘practices’ you changed, added or
improved and why?
Ben Christina Tim

11. Beyond what you already said
were there measures how you
treat candidates you could tie
back to business results?
Ben Christina Tim

12. The phrase ‘black hole’ has become a rallying cry
highlighting candidate frustration.
How do you handle the candidate’s interest in their status?
Ben Christina Tim

13. How do you handle questions prospects have before
they apply…when they are researching your company?
[audience poll]
- Can prospects call, email, text message recruiters directly?
- Do you have SM like Linkedin Groups, Talent Communities, Facebook
fan pages where Q&A can take place?
- Do you have interactive FAQs, recruiter blogs linked on your Company
site’s career pages?
- Do you have chat rooms or webinars emphasizing specific jobs?
Ben Christina Tim

14. How do you communicate with candidates who apply
but, never make it to finalist?
Do you differentiate between those who were
qualified and those who weren’t?
Ben Christina Tim

15. What else would you like to do
that you believe impacts
candidate engagement?
Ben Christina Tim

16. What advice would you offer to
your colleagues listening in who are
interested in improving their
candidates’ experience?
Ben Christina Tim

17. Thank You!
Ben Christina Tim