This is presentation that Aadil Bandukwala from Belong presented along with Kevin Frietas from InMobi on Candidate Experience: The Next Competitive Battleground in Recruiting! #CXchat

2. Source: http://bit.ly/1PUzfGX

3. Candidate Experience is the
feelings, attitudes and
behaviors your hiring process
brings out in candidates.

4. The Five Forces that shape The Talent War in 2016

5. Why Candidate Experience Matters
68% job seekers say the
interview experience
impacts their decision to
join the company (4)
¾ candidates - nearly 78% -
will tell their family and
friends about a bad
interview experience(1)
19% will post about it
on social media(2)
Talent is 4x times more
likely to accept a job offer if
constructive feedback is
offered(3)
Sources of Data: (1) & (2) http://cb.com/1Qv0N2C (3) http://bit.ly/1RYjwcy (4) http://cb.com/1L7W0bi

6. The New Age Candidate Experience Model

7. The New Age Candidate Experience Model

8. ICICI Bank Credit Cards

9. Candidate Personas

10. The New Age Candidate Experience Model

11. The New Age Candidate Experience Model

12. What Engagement
can Inspire
The Harley Owners Group began in 1983.
The company took it upon themselves to
engage them, building a thriving
community of people who act as the
brand’s ambassadors.
Harley Davidson remains the most
requested logo for tattoos.

13. Engage

14. The New Age Candidate Experience Model

15. The New Age Candidate Experience Model

16. Which tech company has the
best new hire onboarding
program, and why?

17. ★ My first code checkin, production push and outage handling was in the first week of
joining.
★ An orientation program to explain the Netflix technology stack and getting to know my
ever-helpful coworkers made being a software developer super easy and exciting.
★ An orientation program with all the executive management including CPO, CFO and CEO
in the first quarter helped to orient me with the company's ethos and aspirations.
★ CEO Reed Hastings also meets with new hires within the first quarter of joining in a
small informal group setting to get to know each other.
★ New hires are given significant responsibility and can have a solid impact from the get-
go. My first product was Netflix on AppleTV. 4-months after joining, I saw my work being
used by tons of Netflix customers.
This is an Answer published on Quora by a Candidate

18. ★ I was given the offer letter at the end of my second round interview. Which means
by the second round, everyone involved discussed on Yes/No, compensations and
printed the letter.
★ My laptop choice and configuration was asked of me on the phone (before joining)
and was ready on my desk the day I arrived.
★ I requested a desktop workstation server over a self-serve portal. The next morning
a brand new ThinkStation was humming under my desk with a note from the IT
team that said "We assumed you wanted the latest Ubuntu. Please advise if not".
No BS approval process!
★ A dedicated mentor was assigned to help me bootstrap for the first couple of days.
This is an Answer published on Quora by a Candidate

19. People don’t remember what you
said. They don’t remember what
you did. They remember how you
made them feel.
– Maya Angelou

20. The New Age Candidate Experience Model

21. The New Age Candidate Experience Model

22. When Candidate Engagement & Employee Delight join forces

23. We see our customers as invited guests
to a party, and we are the hosts. It’s our
job everyday to make every important
aspect of the customer experience a
little bit better.
- Jeff Bezos

24. The New Age Candidate Experience Model

25. Candidate Experience: The Next
Competitive Battleground in Recruiting Kevin Freitas
Director – HR, InMobi

26. Challenging conventional wisdom
Conventional wisdom Unconventional reality
✓ Delight your candidate
✓ Go, above and beyond
✓ An experience that does not delight
the candidate is a sub par experience
✓ Delighting candidates is the best way
to build loyalty (offer accept)
✓ Candidates punish companies that don’t meet
their basic expectations with harsher
intensity than they reward companies that
delight them
✓ The biggest payoff is therefore in consistently
meeting basic expectations rather than
delighting every candidate*
✓ Delighting candidates does not build loyalty as
much as meeting basic expectations
consistently.
*Source: Stop Trying to Delight Your Customers by Matthew Dixon, Karen Freeman, Nicholas Toman, FROM THE JULY–AUGUST 2010 ISSUE

27. Company Vs. Candidate Expectations
Candidate Expectations Company Expectations
Is the salary competitive?
What is the job profile like?
What is it like working here?
Is this a good career move for me?
Am I a fit for the role and the company?
Who are the people I will work with
here?
Is this person a culture fit for us?
Are we raising the bar of the team?
Is this the best person we can find for the job?
Will the person really be with us for long term?
What is the potential of growth for this person?
Are we hiring the person who can perform the job
Value Exchange
What do we need to do to provide this value exchange quickly and easily.
‘Making it easy’ is a solid foundation for action at InMobi.

28. Candidate Expectation Surplus or Candidate Experience (CX)
Candidate expectation surplus is the difference between the
effort that candidates are willing and able to make to go through the
company’s hiring process (clarity of role / compensation / title,
application process, interview process, access to prospective manager,
social proof) and the actual effort involved.
Effort
candidates are
willing to make
Actual
investment
made by the
candidate
Candidate
Expectation
Surplus (CX)

29. How InMobi views Candidate Experience today?
Unaware Aware Apply Offer

30. Experience for Candidates Who Are Unaware of InMobi
Unaware Aware Apply Offer
➢ Mentions in media articles, publications and blog posts
➢ Sharing exclusives on Startup.inmobi.com

31. Unaware Aware Apply Offer
Regular Media Mentions About Culture and Business

32. Unaware Aware Apply Offer
Regular Media Mentions About Culture and Business

33. Unaware Aware Apply Offer
Startup@inmobi.com – Our Exclusives
InMobi Story, Practices, Culture, Blogs and Stories

34. Experience for Candidates Who Are Aware of InMobi
Unaware Aware Apply Offer
➢ Socializing Life at InMobi on our Career handles
➢ Arranging for meet up and Headquarter tour
➢ Following InMobi company and technology blogs for regular inside
updates
➢ Sharing exclusives on Startup.inmobi.com
➢ Conducting Hackathons across different skill sets in Technology

35. Twitter
www. twitter.com/InMobiCareers
LinkedIn
www.linkedin.com/company/inmobi/careers
Display of Life at InMobi on Career Handles
Facebook
www.facebook.com/inmobicareers
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36. Experience the InMobi Office Tour
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37. Blogs on Technology and Business Updates at InMobi
Unaware Aware Apply Offer

38. Unaware Aware Apply Offer
Startup@inmobi.com – Our Exclusives
InMobi Story, Practices, Culture, Blogs and Stories

39. Unaware Aware Apply Offer
Hackathons for Technology Hiring
Opportunity to Experience our Culture and Win Exciting Prizes and Opportunities

40. Experience for Candidates Who Apply to InMobi
Unaware Aware Apply Offer
➢ Job descriptions that are social – fun to share and easy to
understand
➢ Easy application process – Mobile friendly application; simple,
few and relevant fields in the application
➢ Social proof from people who have worked at InMobi

41. Social Job Descriptions
Fun to Share and Easy to Understand
Unaware Aware Apply Offer

42. Easy to Apply
Mobile Friendly Application; Simple, Few and Relevant Fields in the Application
Unaware Aware Apply Offer

43. Social Proof
Exciting Updates and References from People Around You
Unaware Aware Apply Offer

44. Experience for Candidates Who are Offered Roles at InMobi
Unaware Aware Apply Offer
➢ In person discussion with managers on the offer details, career
and role
➢ On boarding into the culture before joining; easing into the
company
➢ Preparation for a smooth experience on the first day; made to
feel special and welcomed

45. Managers Discussing the Role and Career
Unaware Aware Apply Offer

46. On boarding into the Culture Before Joining
Unaware Aware Apply Offer

47. Experience on the First Day
Reserved Parking Slot, Ready Desk, Goodies; Bags and Tshirts
Unaware Aware Apply Offer

48. Candidate Experience Stories
The team was very helpful with flexible interview timings, interview format and filtering
criteria. I always felt interviews need to filter out candidates based on the problem
solving and coding abilities than their previous experience on the language's they
know. This is exactly what InMobi did as well. HR was in continuous touch with me until
the whole interview process was completed. I got a clear picture of the work, the
culture and the team. This in fact inspired me a lot to join InMobi.
Kishore
Senior Software Engineer
The speed of the hiring process at InMobi has been commendable. The recruiters had
me informed on the status of my interview throughout, which made me feel connected.
The orientation and the induction program was very informative, and helpful. The
admin and the IT has to be mentioned for having my joining kit ready, I did not have to
wait for my laptop or my desk.
Sanjay
Senior SDET
I liked the joining mail which so clear and descriptive. It even had details about the
vehicle parking which i have never seen in any companies joining mail. I really
loved all the processes and communications done. It was a very great and unique
experience. I have not seen so quick and clear response from hiring team. Thanks
for all your supportRishi
Lead SDET

49. Steps Forward to Enhance Candidate Experience at InMobi
Create ongoing feedback
(qualitative and quantitative)
mechanism for all candidates –
pre and post joining; to figure out
customer experience and pain
points.
Peer panel “Lunch Buddy”,
involving Hiring manager from the
start; to initiate, excite and sell
the role and company.
Hiring manager to engage with
offered candidate before joining –
related to work, team, culture,
career path.
Encouraging all applications to
follow/ like our career pages on
Facebook, LinkedIn and Twitter
and be updated on the
happenings at our company.
Provide regular newsletters to
offered candidates, with blogs,
links to upcoming events and
media mentions, people practices
and culture at InMobi.
Stay connected with the past
applicants as well, by inviting
them for Hackathons and talks.

50. Steps Forward to Enhance Candidate Experience at InMobi
Thank you notes on the next day,
appreciating candidates for taking
out time to interview with us.
Providing LinkedIn profiles
access to people they will be
speaking to in their next interview
rounds; profiles of peers who they
will be working with in the team –
To better prepare them for what
lies ahead.
Make the careers page more
engaging on our official site.
Make job application and finding
process much simpler.
Auto reply to job applicants – with
links to other jobs at InMobi, links
to upcoming events and culture at
InMobi, following our career
pages for more news.

51. Thank You!