The document provides information on candidate experience and trends in 2012. It includes details on sources of hire from 1997 to 2011, the impact of social media, how candidates and recruiters use mobile phones, and definitions of what constitutes a candidate. Graphics show percentages related to sources of hire and recruiting metrics over time. The bottom line is that engagement leads to performance and engagement should be a priority.

1. Candidat e Experience - 2012

2. Trends - 2012
Scarcity
Learning
Pipelines
Communication
Engagement

5. 2011
- 100s
- 58
- 33
- 24
- 11,500

6. 2003 - Vinnie Boombotz
Credit and Collections Supervisor
2004 - Gold E. Locks
Marketing Assistant
2005 - Josh Randall
Recruiting Team Leader
2010 – Jack Coostow
Environmental Technician 2006 – Ted E. Baer
Administrative Assistant
2011 – Chris Kringle
2007 – Morris (M.R.) Goodbar
Security Systems Programmer MBA Graduate
2008 – James (Jim) Knee Cricket
2012 – Charles Brown
Sales
Marketing Assistant
2009 – William B. Baggins
Accounting

9. “Never in history have we been more in need of
quality candidates
from the board level to the shop floor….
…but the problem is that too often we want to
hire people someone else has trained.”
Frederick W. Taylor
Principles of Scientific Management, 1911

14. Figure 4
1997 Sources of Hire
28.7% - Newspaper ads
19.7% - Employee Referrals
10.4% - Agency (Contingent)
8.7% - Contract Recruiters
8.3% - Job Fairs
5.0 % - Other advertising
4.6% - Image advertising
4.2% - Trade journals
2.9% - College
2.9% - Resume services
2.1% - Agency (Search)
2.1% - Internet
1.5% - Radio

19. Figure 11
Q: What impact
does Social
Media have?
(Linkedin)
Source: CareerXroads SOH, 2/2012

21. Figure 2
36% 38% 32% 34% 28% 39% 51% 50% 41%
Source:
CareerXroads,
2/2012
2003 2004 200 2006 2007 2008 2009 2010 2011

23. 95%

25. Recruiters say their
mobile phones are…
22% ...able to tweet
their jobs.
13%...able to search
their ATS

26. Candidates use their mobile phones to…
...navigate to your
firm’s
m.enabled Career
36% Site
...TEXT, call 19.4% & search for new
or chat with jobs?
recruiters?
...CHECK their
resume STATUS? 3.2%
...APPLY for a job with a
32%
previously saved profile?

28. Source: thecandidateexperienceawards.org, 2011

30. Definitions are Important: What is a Candidate?

31. Contrast This:
Contrast this…
“I received my job offer in writing after my Summer
internship and accepted immediately.”
“The Recruiter who hired me does not respond to my
text messages, emails or phone calls. Does XXXXXX
still want me?”
(Tweeted to over 500 friends on Facebook)

32. With This:
…with this.
-Recruiting passes the candidate to the Hiring Mgr
- Candidate is assigned a Mentor.
- Candidate option includes a return visit… bring anyone they wish.
-Mentor invites mentee home for lunch.
-Realtor shows Apartments/Homes.
-Saturday dinner with department heads.
-Candidate given agreed time to accept.
(A Fortune 500 Consumer Product Company’s On-boarding practices…for entry level)

33. Bottom Line….engagement leads to
Guess which one likely produced this result
performance
“I graduated last Friday.
Started work with xxxxx on Monday in NYC.
Tuesday I worked a 13 hour day.
Tomorrow I have to get up at 5 AM to do it
again.
No one told me….Work Sucks.”

34. Rule #1 – “Walk in My Shoes”
e
k hol
c
Bla
Source and apologies: Non Sequitur, Wiley Miller 8/28/10

35. Rule #1 – “Walk in My Shoes”
52.7% of Recruiters...
HAVE APPLIED
TO THEIR OWN JOBS
Source: CareerXroads survey, 2011
BUT ONLY 7% of
Employers…
have EVER attempted to
‘MYSTERY-SHOP’
their recruiting process
Source: CareerXroads Colloquium survey, 2011
http://www.ereexpo.com/2011spring/conference/agenda/conference-sessions/#session-256

36. Rule #2 – “Hear Me Now”

37. Do you ask ALL Candidates to give you
feedback about your APPLICATION Process?
55 employers said
7.9 % of 6,652
candidates said
“I was asked before
beginning the application if I
No 46.3% would be willing to provide
feedback immediately after
completing the application”.
46.3%
No, (Some Not ALL). 7.3%
2.4%
Yes
Even those
who abandon
Source: thecandidateexperienceawards.org, 2011 the application

38. Rule #2 – “Hear Me Now”

39. Do you survey ALL FINALISTS
for their feedback?
Employers said
68% of
2,162 Finalists
Yes, after… said
Yes, before… 22.0% “No”
7.3%
No, but…
19.5%
51.2%No
Source: thecandidateexperienceawards.org, 2011

40. Rule #3 – “Speak Clearly”

41. Rule #3 – “Speak Clearly”

42. Rule #3 – “Speak Clearly”

43. Rule #4 – “Answer Truthfully”

44. Rule #4 – “Answer Truthfully”

46. Rule #4 – “Answer Truthfully”

47. Rule #4 – “Answer Truthfully”

48. Rule #4 – “Answer Truthfully”

49. Rule #5 – “Deliver What You Promise”

50. Rule #5 – “Deliver What You Promise”
…our online application can be completed in less than two minutes.
…all candidates…reviewed and communicated…1-20 days.

51. Rule #5 – “Deliver What You Promise”
From the Offer to the Seat,
It’s the ‘Lack of Love Tour’
Only 28
companies
told Charles
Brown
he did not get the
job
or was not
qualified.
CareerXroads
Brown Bag Lunch Webinar
Mystery Shopping
May, 2012

52. Rule #5 – “Deliver What You Promise”
From the Offer to the Seat,
It’s the ‘Lack of Love Tour’
7 companies gave
Charles a
reference # that
no one will ever
remember
CareerXroads
Brown Bag Lunch Webinar
Mystery Shopping
May, 2012

53. Rule #5 – “Deliver What You Promise”
From the Offer to the Seat,
It’s the ‘Lack of Love Tour’
WLGrace,USAA,
Zappos etc.
allowed Charles
to check his
Status – Best
Practice
CareerXroads
Brown Bag Lunch Webinar
Mystery Shopping
May, 2012

54. Zappos
Hi Charles,
Thank you so much for giving us the opportunity to consider you for our
Merchandise Planning Analyst 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,
The Zappos Family Recruiting Team

55. Rule #5 – “Deliver What You Promise”
Thank you
(be specific)
Brand
(again and again)
Create
Expectations
Promise closure
Manage feedback

56. Candidat e Rules - 2012

57. Mark Gerry
Mehler Crispin
CareerXroads
mmc@careerxroads.com
732-821-6652
Good Hunting!